Not every organization has a leader or a leadership team that drives recognition initiatives.
Always aim for leader commitment and support for your recognition strategy and programs. It is essential to get their personal and emotional commitment and not just their buy in. The concept of “buy in” is so organizational driven, detached, financial focused, and transactional.
I will explain the seriousness behind getting your leaders to lead recognition in your organization.
When recognition program owners ask this kind of question, I think they are seeking a one-size-fits-all approach to recognition giving. Whether this is recognition practices of face-to-face recognition or expressing recognition through online recognition programs.
Notice the generalized question asking about “recognition” and to “people”. Those are both very broad terms and very unrealistic.
And I am sure you are lingering to read now exactly how I will answer this question. How much recognition should you give to people?
It is one thing to make quality or continuous improvements to your recognition and reward programs. But what about innovating them?
Some of you have probably heard of the design and consulting firm, IDEO, based in the U.S., and with offices in England, Germany, Japan, and China. They founded IDEO in Palo Alto, California, in 1991. They have over 700 staff and they use a design thinking approach to design products, services, environments, and digital experiences.
You could do this on your own or collaborate with your recognition program provider. Look at IDEO’s design process below and consider how you might apply it to your recognition programs.
Everyone wants a positive Return on Investment (ROI) for any new project or program. Employee recognition is no different.
Leaders and program owners alike want to know and compare the monetary benefits from their recognition program. One client recently asked me, what do you consider the estimated return on investment for implementing employee recognition program?
Unfortunately, the quick and easy answer to that broad question is, “that depends.”
But to bring some peace of mind to any of you who might have the same question, I will now give a more detailed answer.
You would think that giving recognition to people was something pretty easy to do, right?
Unfortunately, even if you get over the resistance and discomfort of recognizing people, there’s another challenge to overcome. That’s the challenge of expressing your recognition the best way possible.
It doesn’t matter how you give your recognition. It could be verbally face-to-face, on the phone, or through videoconferencing. Then again, it might be by text-based, SMS, a handwritten card, or an electronic ecard. Whatever way you do it, I want to recommend that you put more time and care into how you say your recognition.
Your words could make or break the recognition you give people. I don’t think we fully realize the impact our words have on employees. Blogger and author, Rachel Wolchin, said, “Be mindful when it comes to your words. A string of some that don’t mean much to you, may stick with someone else for a lifetime.”
I want you to examine more closely the type of vocabulary you use. Check out the phrasing of your recognition messages more carefully.