It seems there are common problems that crop up when integrating employee recognition programs into an organization.
These problems create barriers to the success of the goals the organization hopes to achieve through strategically using recognition programs. Fortunately, the troubles recognition programs can sometimes present with are easily treated and resolved.
Look at the following scenarios and examine how you would tackle each one.
It doesn’t happen very often. But every once in a while, you find an exceptional leader who changes the course of employee recognition in an organization.
Their example and positive actions influence andaffect recognition practices by those around them and the usage of recognition programs by everyone. This influence is powerful and important in changing the way recognition plays out in an organization.
Here are some specific examples and some observations from others.
You’ve often seen them in action. Perhaps in a meeting you’ve taken part in or seeing them on stage at a celebratory award event. It might simply have been a pass by in the hallway. Or maybe you received a thank you note from them. Then there’s the masterful way they acknowledge team members in a virtual meeting. Recognition is alive and going well with this leader.
Have you ever thought about asking this individual for their help with giving better recognition? They might mentor you. But how do you go about seeking a mentor? Follow these suggestions for acquiring a mentor and start learning to give more meaningful recognition to people.
It was yesterday when I heard about an organization that had set up a formal award program called their CEO Award. The only problem was this formal award program was being undermined by other leaders and managers. Not very helpful.
Make a nominated formal award program a success right from the get-go. Look at the following factors and see what you can control for to make your award program a great one.