Please Show Me How To Recognize People the Right Way

The best way to learn how to give amazing recognition to people that always hits the mark is to have someone show you how to do it. But it is a lot more than being shown what to do. Be an attentive observer of the intricacies that go into meaningful and effective recognition. 

Observe people and look for the emotional imagery they manifest in recognizing colleagues. Describe what you think recipients are feeling based on their reactions to being recognized. At different times, you can stop and ask people how they felt about the recognition received. 

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How To Cue People To Use Your Recognition Programs More Consistently

One challenge recognition program owners experience is how to get everyone in their organizations consistently using their recognition programs.

Today, I am going to share with you ways to move people, or induce them into action and steadily use your programs to recognize others.

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How To Get Leadership Sponsorship for Employee Recognition

You gain a lot when you have an executive sponsor for employee recognition.

An executive or leadership sponsor is a leader who actively advocates for the organization’s recognition strategy and for the recognition programs that you manage. Having a C-level sponsor is considered a key requirement for success.

Now, you are just wondering, how do you get one? 

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Top 10 Ways to Give Memorable Recognition to People

Employees want to receive recognition that is memorable and makes them feel good at the same time. Follow these simple strategies and learn how to give memorable recognition to the surrounding people you work with.

1. Start by sharing your gratitude with people. It is important to be optimistic and complimentary of the positive acts and performance you observe around you.

2. Learn to personalize your recognition. Connect with each individual you’re recognizing and energize them with your recognition message uniquely for them.

3. Ensure you give recognition in a timely manner. Work hard at recognizing people as soon as possible after you see their positive actions or they are reported to you.

4. Express your recognition through storytelling. No need to make it too short and sweet when you can tell the story of someone’s accomplishments and how they did it.

5. Focus on making your recognition more positive. Be very specific and selective with your word choice to ensure positive vocabulary and the use of positive vocal inflection.

6. Prepare by questioning your recognition intention. Remember, recognition is always about the recipient and should never be a manipulative technique by the giver.

7. Gauge how effective your recognition is. Pay attention to how well your recognition communication was received and generated a positive reaction.

8. Check out if people felt the recognition given them. Recognition moments are always a felt experience that reinforces and appreciates people.

9. Share the impact people’s actions make. Everyone loves to know how their positive actions and work made a difference to others. So, tell them!

10. Boost people’s pride in themselves and their work. Let people know you appreciate them for who they are and everything they bring to the workplace.

Why Integrating Recognition Into Your Leadership Development Is So Important

One area repeatedly comes up weak when I assess many organizations on their recognition practices and programs. That missing element is recognition, and they barely touched upon it in their leadership development curriculum. 

True, they may or may not have online education on effective recognition practices. And they might have a few tutorials on how to use their various recognition programs. 

But with educating and training leaders on effective recognition giving, the well is often dry.

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How To Use Leaderboards to Socially Reinforce Performance Results

Leaderboards are a type of gaming mechanism that helps learners with goal setting and instilling motivation for learning and performance improvement.

So, how can you design and use leaderboards to socially reinforce the desired performance results you want in the workplace?

I will outline some of the leaderboard mechanics to be aware of and their implications. And I will provide you with a real-world example of a leaderboard that you can emulate and apply in your workplace. 

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What Makes a Leader a Natural at Recognizing Staff?

What makes certain leaders such outstanding individuals at giving exceptional recognition to the staff they oversee? 

I am going to examine some of the essential qualities that make leaders a natural at recognizing employees meaningfully. 

Look at these various attributes and see how you stack up. And, you might have to assist your senior leaders in developing these same skills, and make them remarkable recognizers, too.

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When Was the Last Time You Wrote Your Boss a Thank You Note?

It is important to remember that recognition is not just a top-down phenomenon. 

Recognition is everyone’s responsibility. Which makes it a practice that is multi-directional. So much so that recognition needs to go up, sideways and down, and around to everyone. 

And, yes, recognition, praise, and thanks should go to your immediate supervisor or manager. 

We can demand that others should recognize employees, but rarely do we educate and teach staff to remember to acknowledge and thank their own bosses. 

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Five Essential Insights On Recognition Strategies That Work

It’s one thing to write up a recognition strategy, and it’s something else to make it work. 

WorldatWork shows almost half of all their member organizations surveyed have a written recognition strategy. They even state that 94 percent of those organizations that have a strategy that is aligned with their business strategy. 

What no one follows through on is answering whether anyone actually implemented any of these written recognition strategies or not. 

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Why It Is Okay To Have Manager Approvals for Rewards

You and I know that recognition and reward programs have to be designed with the right business rules to make their use fair and equitable.

This is especially the case where performance-based recognition and reward programs exist. Such programs have their own rules for who is eligible to give and receive rewards. 

Reward programs where peers nominate someone to receive a reward may even require that a manager approve of whether the desired recipient should receive the reward. 

And yet there are some organizations who say they don’t want a manager’s approval at all. This takes too much time to approve a reward nomination. How will it look to employees? 

However, I am here to tell you it is okay to have managers approve reward nominations. 

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