You and your organization’s leaders must shape the future of your recognition programs and practices by learning how to anticipate the future instead of always reacting to it.
By thinking ahead futuristically you can plan to take steps that change your recognition programs to become the very best.
Here’s what you and your leaders must do to create better recognition for the future.
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A few years ago, some managers at a particular company reached out to a Rideau colleague of mine and me to have a telephone meeting with them. These were young leaders in the making and were part of this company’s emerging leaders’ program. They wanted to learn more about employee recognition and specifically about our recognition programs at Rideau.
Later, we were invited to attend an on-site meeting at the company head office. There we connected with these managers and their peers from across North America, both face-to-face and virtually.
While they were from various departments and held a variety of positions within the company, it was fascinating seeing the light go on for them, and their asking thought-provoking questions about employee recognition.
Their emerging leader program project required them to seek insights on best practices, creating a recognition strategy, and what programs would work best for their managers and employees.
Wouldn’t it be wonderful if every organization desired to develop their managers through an emerging recognition leaders’ program?
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