Perhaps you got lulled in by the 1990s mantra that “if you build it, they will come” when you designed your online recognition program.
The truth is the origin of that quote is a misquotation from the movie “Field of Dreams”. In the movie it is the lead character played by Kevin Costner, who hears the whisper from the cornfield, that “if you build it, he will come”. The “it” refers to a baseball field and the “he” is a long deceased, famous baseball player idolized by the lead character.
We all know the premise of the quote as it relates to business contradicts basic marketing principles. Establish a need for something first before you ever build it.
Let’s examine some reasons I have seen for why recognition programs may not be working very well.
The past year has been a roller-coaster experience for many people.
And employee recognition got on board the same ride. In many organizations, the number of recognition occurrences measured through online recognition and reward programs tumbled down much lower than normal.
The whole work-from-home mandate has caused many people to be out of sight and out of mind as far as being recognized for the amazing things they are doing.
I wonder if you have seen the things I have with recognition this past year.
What are the tiny changes you need to make to give better recognition more often to people?
In order to build recognition into your daily routines, you need to develop self-awareness for where recognition can happen. Then you need to develop the automatic habits of putting great recognition behaviors into practice.
This is not asking for tremendous leaps and bounds improvement. All you need to do is break down everything that goes into recognizing someone and then improve those steps by 1 percent. The tiniest margin of improvement added to incrementally will make a big difference.
Time to examine how you can make recognition a habit at your work every day. Dive in!
A recent Gallup survey showed less than half of employees feel strongly that their employers care about their wellbeing. And according to research from Slack with remote employees across five countries, only a sense of belonging was much worse than before the pandemic. Follow these unique ways to create a better sense of belonging with your work-from-home employees.
It’s time to let you in on a secret I have known for over twenty years.
When I started my business doing consulting and training around recognition practices and programs, I thought I would find all the organizations that had no recognition going on and save the world. It was a poor marketing strategy and no one from those organizations ever hired me.
The interesting thing was it was always organizations that were doing recognition that hired me.
It was always the same trigger that brought me in. Organizational leaders would call up whenever their employee engagement surveys came back and showed low scores for the statements or questions related to employee recognition.
What was the disconnect? Why was it that their employee scores on the recognition questions were so low?
With our virtual work from home workforce, it is so essential to connect with one another.
What I can tell you is that the strongest leading indicator to ensure that recognition happens is to reach out to people you work with and truly connect with them. It’s through these informal connections that you will discover the great things that they do. From there the sky is the limit as to the number of opportunities you will have for giving recognition.
But one thing I still get asked is how are you supposed to reach out in order to recognize peers and direct reports more frequently? There are only so many ways to do this.
Connecting needs to become a regular part of the way we work virtually. And there are also some fun ways to make connections. Pick a number from the suggestions below and try out one of these ideas in the coming week.