What Is The Strategic Intent of Your Recognition Strategy?

Recognition Professionals International’s first Best Practice Standard for recognition programs is having a Recognition Strategy.

Does your organization have a written recognition strategy? If you do, what is your intention of having a recognition strategy?

I want to address what the strategic intent is behind your recognition strategy. And if you don’t have a recognition strategy yet, I will clue you in how important it is to know your strategic intentions. Strategic intent is both philosophical and outlines the purpose of recognition.

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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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How To Innovate Your Recognition Programs The Right Way

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. 

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Why You Should Still Celebrate Employee Appreciation Day

Yep. It’s a week away.

We deem the first Friday in the magnificent month of March each year as Employee Appreciation Day.

Those with a cynical point of view believe organizational leaders only do something “cool” for employees on this day to serve their own needs.

That’s why people have asked whether organizations should still celebrate Employee Appreciation Day? 

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What Do Your People Believe About Employee Recognition?

One problematic area to deal with in organizations is the beliefs people hold about employee recognition.

I have long held a three-block process model in my mind. It starts with a block on the left labeled Beliefs. A labeled a middle block called Behaviors. And a last block on the right labeled Results.

It impressed me that to get the results we desire, such as meaningful and effective recognition of employees happening, it all starts with having the right beliefs in the place first.

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Here’s How To Put Your Recognition Plan Into Action

Following the completion of a recognition strategy and planning session, you will have a written recognition action plan to execute.

This is both exciting and daunting as you take on responsibility for implementing your plan.

I will share with you some practical insights that I have seen for putting your recognition plan into action.

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Okay. What Do You Think Is Wrong with Employee Engagement?

When I first met my wife, Irene, it was love at first sight.

Shortly thereafter, I proposed to her in a written letter and we were soon engaged with a ring to be married. This was my pledge to marry her and by her saying “yes” back to me, her agreement to go along with this.

I am pleased to say we have been “happily” married for over 42 years. You see happily placed in quotation marks simply because marriage is hard work. As a typical male, I know I have not always been the easiest person to live with. Both of us have learned to give and take in all aspects of our lives. I also think that in growing in love together, we have each discovered more about ourselves along the way.

With getting married, the term engagement is mostly a short-lived timeframe and is really just a pre-cursor to marriage itself, which is hoped to be a forever experience. 

But maybe as we look at employee engagement, we should take a second look at how well we are engaging people.

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What’s Your Overall Recognition Goal For The Year?

I have always appreciated Gary Keller and Jay Papasan’s book, The ONE Thing: The Surprisingly Simple Truth About Extraordinary Results and the impact it has had on my business and personal life.

This is the principle I will draw upon for guiding you in determining your overall goal for employee recognition in the coming year.

In the very beginning of this book is a lovely quote by American humorist and writer, Josh Billings, which says, “Be like a postage stamp—stick to one thing until you get there.”

And that’s my wish for you, to create an overriding one-year goal that acts as a purpose statement to help reach every subgoal and objective that you have.

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A New Year Is Just Around The Recognition Corner

Here’s a scary reality from the latest trends in Human Resources. First off is that 53 percent of HR professionals have seen an increase in turnover in the past year. That sounds like it might be a lot of people!

Already in America the number of monthly resignations is near all-time highs.

Other research suggests 40 percent of workers are planning to leave their jobs in the next year. The media is calling it the Great Resignation.

Which means those of us in the recognition profession need to support leaders in retaining and motivating our fellow workers. Here are some ways to get in gear for recognition in 2022.

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Where Should I Focus My Time On Improving Recognition At Work

You know your organization has an employee recognition problem.

The last employee engagement survey showed an average of 64 percent for all the recognition statements on the survey. Participation levels with the usage of your online recognition programs are inconsistent with leaders and employees across the organization. 

Open-ended feedback from employees tells you that many employees just don’t feel valued and appreciated. 

Something has to change. Where do you begin? 

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