Tag Archives: Business Goals

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What Leaders Want to Know About Recognition

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Vineet Nayar, an Indian business executive and former Chief Executive Officer of HCL Technologies, is the author of the critically acclaimed management book Employees First, Customers Second.

Nayar says that employees are the clear differentiator in the value zone for helping organizations grow faster and be more competitive. He further states that the business of leaders and management is to enthuse, encourage, and enable employees to continue creating this differentiating value for their customers.

Great leaders already know the power of employee recognition. But not everyone is like Vineet Nayar.

However, what all leaders want to know about recognition is four major points about the programs and practices that you are overseeing.

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How To Align Recognition with Behaviors and Performance

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Organizations need to do a much better job of aligning recognition practices and programs with the great things their employees do.

The 2017 WorldatWork Trends in Employee Recognition Survey showed that above-and-beyond performance recognition programs were offered by 77 percent of the organizations surveyed. The challenge with above-and-beyond programs is that so few employees can ever be “above-and-beyond” at any one time. This leaves a lot of employees out in the cold, so to speak, from being recognized for positive actions.

WorldatWork results also revealed how only 51 percent of the companies offered programs to motivate specific behaviors.

In the past five years, recognition programs used to motivate specific behaviors, have risen from the fourth most used type of program to now being in the third position. However, even with this apparent popularity rise, behavioral type recognition programs only recognized 25 percent of employees, on average, in the past 12 months of the survey.

How can you, as a recognition program leader, use your recognition programs to consistently reinforce positive behaviors and lift workplace performance? (more…)

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Why Learning About Recognition Needs To Be More Strategic

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Learning about effective employee recognition practices and skills requires developing clear, behaviourally focused learning objectives.

But I find there is a problem in most organizations. When I ask how much focus is given to recognition practices in their leadership or management development curriculum the answer is often zilch.

Or at best they talk about recognition and motivation at the 30,000 feet level with no practical skills, know-how, or insights on how to get better at giving recognition.

Yet these organizational leaders are concerned when employee engagement survey results reveal poor, or at least below average, employee perceptions of the recognition given. (more…)

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How To Present Recognition’s Progress To Your Leadership Team

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You are fortunate enough to have an executive sponsor for employee recognition and who supports all the managing of recognition related things that you do.

They are willing to go to bat for you and are exemplary in using the company recognition programs and expressing appreciation to employees.

Their expectation of you is to regularly provide them with high level results on how recognition is impacting the business.

After all, your executive has to present the numbers to the complete senior leadership team and collectively they approve your budget.

So what is the best way to present the progress and impact employee recognition is making to your senior leadership team?

At a bare minimum they will be expecting the following: (more…)

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Ethical Problems With Rewards Snowball From The Top

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There have been complaints and questions of late around aggressive sales practices in some of North America’s major banks.

Whether south or north of the 49th parallel the allegations have been the same – a high-pressure sales environment within the banks leading to unethical behavior by their employees.

From where do these problems arise? And how do rewards get in the way? (more…)

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4 Ways To Be Crystal Clear About The Recognition You Give

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Be careful when expressing recognition not to be too brief.

Statements like “Well done!”, “Great job!”, or “Excellent!”, when left in isolation, may not be enough to create the intended message or feeling of appreciation for a person.

The irony is, while we may think we were perfectly clear by giving such succinct words of praise to a person, recipients may think they can see right through them.

They already know what they did was well done and a great job. That’s exactly what they do every day when they come to work. It’s part of the employer-employee agreement they signed up for when hired – do good work and you’ll get paid the agreed upon wage or salary. They are good people who are honest and care about what they do.

Sometimes we sacrifice clarity in the recognition experience we give to people by being short and sweet.

Sometimes we sacrifice clarity in the recognition experience we give to people by being short and sweet.

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My recommendation is to look through the glass of recognition carefully and make it much clearer. (more…)

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3 Ways To Select The Best Recognition Program For You

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Your company has grown from the small business it once was to the medium size enterprise you have become.

You even conducted an employee engagement survey this year. That’s when you discovered employees are not feeling valued for the great work they do.

Maybe it is time to invest in recognition programs. This is not your expertise and you want to do what is best for the company and for your employees.

Where do you begin in identifying what the best recognition program is for your company? (more…)

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Recognizing to Win!

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People love to win!

Recognition used the right way can help you do just that. Win.

In this case we are talking about winning your business strategy.

Few organizations get recognition aligned with their planned business goals or focused on achieving their well-crafted strategic initiatives.

Which is why I want to share and apply the wisdom of Peter F. Drucker from his work on The Five Most Important Questions. These are considered essential questions based upon Peter Drucker’s theories of management. (more…)

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How to Get Recognition Aligned for Business Success

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Recognition can help any company achieve their business goals.

I know giving people recognition is not the only thing that elevates performance results, customer satisfaction scores, and profits. However, I do know that recognition is a powerful driver, which can assist with producing the business success you are looking for. (more…)