By attending a few of my one grandson’s North American football games, I have witnessed the occasional fumbling of the ball by some overly enthusiastic youth.
This reminds me of the clumsily carried out attempts at giving recognition by organizational leaders. You may have seen some of these awkward recognition plays that never touched down.
Look at how you can best help leaders not to fumble recognition practically or strategically.
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Here’s a scary reality from the latest trends in Human Resources. First off is that 53 percent of HR professionals have seen an increase in turnover in the past year. That sounds like it might be a lot of people!
Already in America the number of monthly resignations is near all-time highs.
Other research suggests 40 percent of workers are planning to leave their jobs in the next year. The media is calling it the Great Resignation.
Which means those of us in the recognition profession need to support leaders in retaining and motivating our fellow workers. Here are some ways to get in gear for recognition in 2022.
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Your role in presenting a career milestone award on a person’s work anniversary is to create an experience that the recipient will always remember. Managers must learn how critical it is for them to honor employees on their special day. Follow theses Top 10 Ways to Celebrate Career Milestones and put these steps into practice.
Roy is no longer writing new content for this site (he has retired!), but you can subscribe to Engage2Excel’s blog as Engage2Excel will be taking Roy’s place writing about similar topics on employee recognition and retention, leadership and strategy.
There is an employee in your organization who just submitted their resignation to HR. They have graciously given a month’s notice before they start their new job.
Now it’s time to do some efficient offboarding following the blindsiding of this unexpected departure. One way to offboard an employee the right way is to invite them to take part in an exit interview. Your intent should be threefold. To learn why they are leaving, what we could have done to prevent this action, and support them in their new direction with an open door for them to always come back.
You will also glean some interesting information about how well valued and appreciated they felt on the job. As you compile and look through all the exit interview reports and the recommendations, your role is to gain a picture of your organization’s recognition efforts.
Let’s look at the exit interview process and the insights on employee recognition you might gain.
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They define an axiom as “a self-evident truth that requires no proof” in certain contexts (“your employees are your greatest asset; treat them that way.”)
They define a maxim as a wise saying (“pick a job you love, and you will never work a day in your life.”)
You can teach volumes with just a few words to get your recognition message across to people. And sometimes that is exactly what you need to teach people how to give Real Recognition™ the right way wherever they work.
Consider the following two business axioms and maxims.
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It is wonderful when leaders take the bull by the horns to highlight new initiatives like your recognition programs, perhaps new program features, merging of company recognition platforms, you name it.
Have your president and/or CEO become well versed in describing and explaining the features of the recognition programs. Then have your CHRO reveal your program and demonstrate how you can recognize a colleague.
To have your recognition programs stand out from the crowd, you must have leaders who will lead the way with them.
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You know your organization has an employee recognition problem.
The last employee engagement survey showed an average of 64 percent for all the recognition statements on the survey. Participation levels with the usage of your online recognition programs are inconsistent with leaders and employees across the organization.
Open-ended feedback from employees tells you that many employees just don’t feel valued and appreciated.
Something has to change. Where do you begin?
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Several years ago, Dr. Charles Scherbaum, our Chief Science Officer, and I assessed the various recognition behavioral practices associated with managers appraised as being great recognizers of staff.
We rounded up 40 behaviors that recognition experts in the field judged as being essential for managers to give meaningful and effective employee recognition.
I will give you insight into the top five behaviors that you need to encourage and reinforce happening in your organization.
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