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