Giving meaningful recognition is all about learning the science behind recognition and mastering the art of practicing this important soft skill.
A soft skill includes all the attributes and personality traits that help employees positively interact with others and achieve success at work. Recognition is just one of those soft skills to develop.
What learning principles will help enhance retention of the skills needed to give effective recognition to employees? Let’s take a look at some of them.
Some people seem to be just
a natural when they are out and about in the company as far as
appreciating people for who they are and recognizing the wonderful
contributions made by employees.
There will always be others who have a much
harder time in recognizing others. For whatever reasons, such as not being
recognized as a child, perhaps more introverted, or plain uncomfortable with
knowing what to say or do, recognition doesn’t happen.
But the great news is that giving awesome
recognition to people is a skill anyone can learn.
When you know what something hard to do looks
like, such as a new skill you have to learn, observe those people that do it
well. Then all you have to do is reverse engineer how they do the task or skill
and then you can replicate this ideal performance and do it yourself.
What does awesome recognition look like? How can
you learn to master this art and science of giving meaningful and effective
you think strategically about recognition and rewards or with trying to
implement them, do you have a logical order in how you think about them or
I have a bias in that I am foremost a recognition strategist before
thinking about rewards. But I completely understand the place for rewards and
know the value they play in both recognition and reward strategies.
I think there is a psychological and practical reason for prioritizing
recognition before rewards.
One of my biggest concerns about learning employee recognition skills is how companies are relying too much on training.
You are well aware that training is about learning how to do new things especially if you don’t know how. It is providing opportunities to practice those skills and transfer what you have learned out of the classroom, or online course, and into the real world.
But, you may have seen, as I have, that managers often receive the training and nothing really changes.
My advice to you is to make sure you couple any training you provide with education.
Ask yourself if you are educating your people to give recognition versus just training them to do so.
Education is completely different than training. I found that out later in life. (more…)