Monthly Archives: May 2021

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What Is The Recommended Ratio of Recognition to Rewards?

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Setting up business rules in the design and program strategy stage for a new recognition program can very interesting. I often get asked what ratio to set up for the usage of their recognition to rewards in their programs. 

My answer is always the same. It all depends. 

The thing is the answer really depends on the industry you are in and the need for using rewards or not, and many other factors. For example, a major Silicon Valley technology company will have a significantly higher ratio of rewards to recognition expectation than would a healthcare organization in Texas. 

Here are a few guidelines to follow that might help you.

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Try Out The Bare Bone Basics of A Recognition Strategy

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Whether you are a small or medium-sized business, you should definitely have a written recognition strategy. 

Even if you are a beginner at strategizing anything, I am going to make this post super short and sweet to show you how you could have a one-page recognition strategy plan.

Are you ready?  

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Why You Should Reach Out To People To Build Positive Relationships

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My purpose for this post is to convince you to make some changes. Strive to build positive relationships on a regular basis with your employees. This is an essential practice to develop in order to improve the value of nonmonetary recognition. 

When you have a positive relationship with your staff, you are creating a foundation on which to build employee recognition, employee engagement, and a complete employee experience. This positive relationship strength between a giver of recognition and the recipient helps to enhance the value of the recognition and show the authenticity of the recognition expressed. 

I’m going to share with you some principles to apply in fostering a more positive relationship with your employees and those you work with. 

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How To Overcome Your Reluctance To Give People Recognition

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Reluctance in giving people the recognition they deserve comes from a fear of being rejected, and lack of preparation with recognizing people, and not having the proper mindset or the skills to give recognition. Resistance is normal and to be expected. 

If you have reluctance to recognize well deserving peers and staff, you might procrastinate and put off sending an ecard or calling them up to praise them. You might repeatedly over-prepare, such that what you should say or what you should write to express recognition doesn’t happen, and you put it off.

You may second guess yourself and anticipate how you think the recipient will react and respond to the recognition you give them. 

If you continue to ignore your reluctance to recognize those around you, and those who report to you, you could see employee performance bottom out and potentially see staff leave to go work where they will feel better appreciated. 

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Remember To Tell People When and When Not To Give Rewards

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Recognition programs coupled with the use of rewards can challenge managers and employees, especially when you just launch a new program. 

It seems managers and employees alike are like kids in a candy store. With a myriad of good intentions, they lavish out rewards on everyone. And the reasons are often spotty at best.

Which is why you must always handle your rewards with care. 

This matter has come up for a couple of clients in the last few months, so it seemed fitting to bring it up here as well.

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How To Make Recognition Something To Be Accountable For

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It seems not enough organizations hold their leaders and managers accountable for giving meaningful and effective recognition to their staff.

These same organizational leaders ask why responses to recognition questions on the last engagement survey did not turn out so well. It is as if it surprised them to see these low numbers. Surely, they would have expected these numbers if leaders regularly connected with their direct reports.

Their problem was they did not hold leaders and managers accountable for recognizing their employees.

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