I always remind clients, and those who manage recognition programs, that these online recognition programs can only do so much. Personally, they are responsible for getting these great tools into the hands of leaders and employees and to encourage people to use them.
Recognition programs are only a tool to help people practice recognition giving. They should never replace the one-on-one, face-to-face expressions of acknowledgement.
Check out some of the recognition programs in your organization. How do they help everyone practice amazing recognition?
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 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.
One of the common decisions senior leaders make with length of service awards is their perception that they don’t produce any measurable return for the organization, is dropping them completely.
This rationale of career milestone awards not impacting performance numbers and results has been around for many years.
However, there is definitely an impact made when you give these awards. So, what benefits are there from continuing with milestone recognition? Should you keep going with length of service award programs?
Like the fall of the Galactic Empire in the Star Wars saga, sometimes you have to bring your formal award and recognition programs back to the light side. When any of your formal award programs fall apart, you need to step in quickly and turn things right around.
Following are a few ways to consider with preventing the downfall of your formal recognition programs.
Last week, my colleagues at the IMA Summit Awards Event in Snowbird, Utah, honored me by giving me the Recognition Professionals International’s 2022 Harkins Education Award.
The RPI Board of Directors gives this award to recognize members who have provided leadership and commitment to RPI’s education initiatives. The Board Executive Committee nominated and approved this behind my back, as I sit on the board as a director.
Clearly inform leaders, managers, and employees of each program offering in your recognition and reward platform.
Unfortunately, not everyone uses all of your recognition programs well. Communicate and educate about program options and their benefits continually.
Sometimes, there’s a mindset that rewards are recognition. When this happens, people give rewards out too freely when expressions of recognition are better suited. And the inverse is also true. If an employee truly excels and goes above and beyond and merits a reward, they end up receiving recognition instead and might feel deflated and unvalued.
When you are dealing with online recognition and reward programs, you must inform everyone what they have available to them.
If there is one thing anyone managing recognition programs wants the most, it is to have everyone using the online recognition programs they have in place. And yet, it seems most organizations think that as soon as you flip the switch on for recognition programs, they will automatically get used.
Unfortunately, that is never the case.
Look at the following factors and see if there is one or two that might need a tuneup. Once you have these in place, I guarantee you will have stronger and more consistent recognition program participation levels.