The saying goes that it takes all kinds of people to make the world go round
And that’s exactly the case for employee recognition too.
Some of the people you need to help make recognition go well are your leaders.
There is a huge benefit with having leaders on board who are personally committed to recognition. These leaders understand how using recognition practices and programs well, can be a strategic leveraging tool for engagement and performance results.
But not all leaders are created equal. In fact, I have identified 3 different types of leaders in the workplace who can each provide a valuable role.
See if you can relate any of your leaders to the following leadership types. (more…)
You meet Keira, your new boss, in the hallway at work. You now report to her about your responsibilities in administering the company’s employee recognition programs.
She’s a good leader and heads compensation and benefits. But employee recognition is new to her. She’s only just been assigned the recognition portfolio.
You know her qualities and feel you will work well with her. You feel her intentions are solid and sincere towards recognition.
As she converses with you she asks you what your expectations are of her as your new leader. And she also asks you how senior leaders as a whole could help improve recognition throughout the company.
How would you answer this leader? What ideas come to your mind?
Consider the following 7 simple ways that recognition practitioners have recommended to their leaders and shared with me in the last several months. (more…)