How To Get People Ready To Give Better Recognition

If you want to get everyone giving better and more effective recognition to people, you will probably have to educate and train them on how to do that the right way.

However, before you even start any education and training to teach recognition giving skills, there are a few things you should do beforehand to guarantee success. These preparatory steps will help you to get people ready to give better recognition. 

Check out this list and put at least one step into practice this coming month. 

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Please Show Me, Don’t Tell Me, How To Recognize

Sometimes senior leaders think all they have to do is tell their leaders to go out there and say, “thank you,” more often, and that’s all you have to do to improve recognition. 

The key to learning to give real recognition the right way wherever you work is to not rely on telling people to give more recognition. 

Like writing fiction stories, show, don’t tell, is probably the best advice for increasing recognition moments by managers. 

How can you educate everyone to do more showing of recognition giving versus telling them?

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How To Overcome Personal Resistance to Giving Recognition

Do you resist giving people recognition?

It’s easy to talk yourself out of recognizing people. Surely someone else will acknowledge them for the great things they do. Why do I have to say something? 

But what if no one stops to recognize people. 

How do you overcome this resistance?

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Top 10 Powerful Words for Giving Amazing Recognition

Knowing the right things to say is critical for giving authentic, meaningful recognition. Expressions like, “I want you to know how much I appreciate your help today with finalizing ABC’s incentive program launch. You saved the day for us, Kim, by getting everything ready to go,” makesuse of all the right words. Check out the Top 10 Powerful Words below for crafting amazing recognition and tune up how you give recognition.

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How To Get Staff To Focus More On Recognition During Tough Times

There are a lot of things the current pandemic has affected with how we use our recognition and reward programs. 

Many organizations affected by the pandemic economically have reduced revenue because of shutting down production, a lack of sales, and the impact on clients affording goods and services. 

The bottom-line outcome is companies cannot always afford to pay for rewards as they normally would.  

People have asked for guidance on how to communicate to their teams the need to prioritize no or low-cost recognition options versus use of rewards in view of the financial reality. They also don’t want to give a negative viewpoint. 

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Teach Your Leaders How To Be Exemplary Recognizers

Recognition does not come naturally to everyone.

Leaders at the top of your organization should show the leadership competency skills that they expect from their direct reports. Leaders should help others to lead.

But that isn’t always the case.

Your goal for each organizational leader is to get them to inspire and value the contributions of one additional person every day.

How do you teach your leaders to be amazing recognizers of your staff?

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How To Hold People Accountable for Giving Better Recognition

Holding people accountable for giving effective and meaningful recognition brings together something good—recognition—with something uncomfortable, like, accountability.

It takes courage to deal with the conflict of holding people accountable. And courage is exactly what good management requires.

Follow these accountability steps to move the dial on recognition giving.

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How To Make Your Recognition Education Short and Sweet

People seem to want things smaller these days. We went from desktops to laptops. We moved from tablets to smartphones. Now we want smart wearables.

The same goes for education and learning. People moved from bite-size things you eat to bite-size things you view or read. We now apply this principle of “short and sweet,” to online learning and other resources for teaching people how to give meaningful and effective recognition.

This became clear to me when one of our clients wanted short and sweet content. Their communications team was engaged in providing managerial resources for learning and applying recognition practices and how to effectively use their online recognition programs.

I want to show you some short and sweet factors that were used to support this client’s initiatives along with some additional ideas.

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What About Levels of Skill In Giving Recognition?

Each of us has varying levels of confidence and proficiency with being able to recognize those you live with and especially those you work with.

For some, they had upbeat and positive parents, teachers, and coaches, who inspired them to grow and be successful. They regularly received words of encouragement, appropriate praise, and recognition for their accomplishments.

Others had life situations where they always needed to overcome negativity, received put downs at school, and a lack of sincere concern for the welfare of others. Even where they worked had toxic bosses and a lack of appreciation for their contributions.

No matter the route you took in life, or the role models you had in your life, they now expect you appropriately praise and recognize your employees.

But we all have different abilities and attitudes around giving meaningful and effective recognition.

What can we do?

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How To Give More Consistent Recognition

One of the four criteria for the different levels on our Recognition Maturity Model is the variable of consistency.

If there is one thing, I hear all the time from recognition managers and program administrators; they hope to have more people consistently recognizing employees. And they also speak of wanting greater consistency of recognition across all areas of the organization, be that by departments or geographic locations.

Consistency is so important that is even one criterion on our Recognition Maturity Model, which you can learn more about here.

But what do we mean by giving consistent recognition? How can you make this happen across your organization?

Dive in to learn more about consistency.

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