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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How to Help a Leader Who’s Not a Good Recognizer

Not all leaders are good at giving recognition.

It takes a certain person to rise up the ranks and become a senior leader in an organization. Some have exceptional interpersonal skills and enjoy being with people and are good at interacting with others. There are others who became leaders because of their exceptional skills or expertise in various administrative and professional areas.

However, giving meaningful and effective recognition is a competency skill all leaders should develop even if they don’t see recognition as important. A Quantum Workplace study on 7 Employee Engagement Strategies found only 11.8% of organizational representatives put employee recognition as a top people priority.

Your role as a leader of recognition is to create better leadership awareness of the importance of employee recognition. Help your leaders know how to deal with the reality that happens when employees do not feel recognized. (more…)

How to Recognize Offline Employees When You Have Recognition Programs

You are grateful that your company has these great, online recognition programs, to send important and worthy messages of recognition to people.

Now you can send branded eCards to one another when someone is seen living your corporate values or achieving a strategic priority. You can even send messages of appreciation and recognition via a social newsfeed on your social recognition program. Peers can like these comments about their colleagues and add their own words of commendation and praise. And, your managers, can nominate employees for an award or actually reward them with points for going above and beyond.

That is, as long as employees have an email address, a computer or an electronic device, and can receive notifications from any of the above vehicles of recognition.

But, if many of your employees are offline and have no company email address, and also no electronic device on the job, how do you get frontline supervisors and managers to embrace online recognition programs? (more…)