How To Make Recognition Something To Be Accountable For

It seems not enough organizations hold their leaders and managers accountable for giving meaningful and effective recognition to their staff.

These same organizational leaders ask why responses to recognition questions on the last engagement survey did not turn out so well. It is as if it surprised them to see these low numbers. Surely, they would have expected these numbers if leaders regularly connected with their direct reports.

Their problem was they did not hold leaders and managers accountable for recognizing their employees.

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How to Write the Best Recognition Strategy – Part 4

Implementing the Recognition Plan for Successful Impact

Many consultants enter organizations prepared to tell the leaders where they are failing in the area of the consultant’s expertise.

The process I have taught you over our four-part treatise on How to Create a Recognition Strategy, headlined the need for you to identify your own recognition strengths and weaknesses before starting the strategy piece.

If you have followed along so far, you will know the importance of crafting a Recognition Purpose and Philosophy statements. Following your assessment of recognition practices and programs you have everything you need to design a complete Recognition Plan to elevate recognition practices and programs in your organization.

That is often where consultants exit the scene. You have a plan with goals set and tactical objectives to make things happen. But then they leave you. And often things sputter out or nothing happens at all.

If there is one thing, I think is essential with a recognition project like this, is to provide you with the tools to implement the plan. Let’s get it off the paper and into action. Focus on moving into the implementation phase.

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How To Plan for Better Recognition for 2021

If you want people to give better quality recognition and to have people recognized more frequently than they are now, then you had better plan to transform recognition with a carefully thought out plan, now. 

Your engagement surveys, pulse surveys, focus group feedback, and recognition program data will give you both the qualitative and quantitative read on the state of employee recognition in your organization. 

Your job is to work with the leaders and managers in your organization to define and create the future of employee recognition. It’s time to plan out how you will achieve better recognition for 2021 in your organization. 

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When Recognition and Rewards Are Not Top of Mind

How do you get leaders to be more aware of the importance of recognition and rewards? 

Too often, recognition and rewards and the programs you have in place are not top of mind for many people. And when employees themselves are not on board with recognizing others, you know you’ve got a problem. 

What does it take to raise the importance and value of recognition and rewards? 

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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 More Effectively Approach Milestone Recognition

Career milestone award or service award recognition programs have been around for many years.

Over those years there have been the customary plaques, symbolic crystal awards, and gold watches—and these used to start when a person reached 25-years of service.

But as tenure reduced significantly with economy and business changes, and retention of employees was harder to maintain, career milestones now begin at 5 years and 5-year increments thereafter. Today, you will find many companies now start career milestones at an employee’s first year of service.

The reality is, whether you give an employee something tangible or not, they always have a workplace anniversary every single year.

How do you plan to make the next round of your milestone recognition celebrations more meaningful and effective?

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How To Implement a Recognition Strategy in Large Organizations

Over the years I have helped several large organizations in facilitating a team of their leaders in developing a written recognition strategy. The challenge I face after they have completed a recognition strategy session is leaving the owners of the strategy document with instructions on how to implement it and then see them make it happen.

Sometimes these recognition strategies become glorified documents that a manger or leader can now say they have a written recognition strategy whenever someone asks.

But if you don’t implement a strategy and plan then nothing ever changes.

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How To Divide and Conquer Your Recognition Strategy

One challenge with any strategy development occurs after senior leaders have invested their time and energy in creating one. They just don’t give the same emphasis to implementing the strategy.

This happens for recognition strategies just as much as it does for business strategies.

A lot of work can go into creating a written recognition strategy and then it sits there. It’s a nice-looking document that does no good unless someone moves it into action.

Follow are suggestions for implementing your recognition strategy by dividing and conquering wherever you can.

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Taking a Quick Look at Career Milestone Awards

How are your career milestone or service award programs doing these days?

It seems the majority of organizations have tenure or long service award programs. According to WorldatWork’s 2017 Trends in Employee Recognition, length of service recognition remains the top ranked recognition program with 85 percent of organizations. 

Historically, and especially within the public sector, career milestone years were only acknowledged when an employee reached 25 years or longer. Today, most progressive organizations commence with at least 5 years and then celebrate every 5-year increment thereafter.

But when you look at the US Bureau of Labor Statistics the average tenure for salaried employees is 4.2 years. That average drops to 2.8 years for the mobile 25 to 34 year old employees.

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Why You Have to Get Recognition Programs Right

There will always be horror stories around recognition programs if you don’t start off on the right foot. 

And the irony of it all is the challenges most often come with the misnomer of calling these problematic programs “recognition programs”. Problems with errant programs usually lies when using rewards, be they tangible merchandise, cash, or near cash rewards.

So, get recognition programs right so there is equity and fairness with non-monetary and intangible recognition and tangible and monetary rewards accompanying these recognition programs.

There is also a need for authenticity and inclusiveness with the expressions of recognition given to people through your programs, whether this is by text, spoken word, or video. Recognition must be genuine and sincere in both intent and how it is communicated to a person. We should give regard to all employees who contribute day in and day out and not focus solely on the rising stars whose performance always exceeds the standards of most employees.

Recognition is for everyone.

You must make sure you get your recognition programs right.

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