It’s Exciting When Leaders Get On Board with Recognition

Whenever I visit an organization that has senior executives who are exemplary recognizers, it’s a whole different ball game. Leaders who know and understand the importance of recognition really drive the rest of the organization in making recognition happen.

Typically, these leaders have set an expectation that giving good recognition is part of the way their organization does things. They are visionary leaders who lead their organizational culture and acknowledge people who live the values. They are purpose driven. These leaders are present at as many recognition and award events as they possibly can. And if they cannot attend, they will assign another top recognizing leader.

Leaders who are on board with recognition see it as the right thing to do for their people. They have also seen the benefit that comes to the organization when you treat your people with respect and value them and their contributions.

Looking at their recognition strategy (note, they have one) you will find their C-suite leaders endorse it fully in word and deed. And that includes budgetary support, leadership actions and reinforcing management accountability on all strategic recognition initiatives through performance management and feedback. 

See if your leaders demonstrate any of the following attributes as recognition leaders.

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Sure Fire Ways To Get Leaders On Board with Recognition

Some leaders get it and some don’t. There are those who have strong people skills and understand the value of giving recognition well. Then are the others who question the purpose of recognition and the expense associated with it.

How can you guarantee getting leadership support and their personal commitment to making recognition happen?

Think about the following ten steps before heading into a meeting with a leader or your senior leadership team. (more…)

Quick Solutions For Dealing With Recognition Program Problems

On Tuesday I presented a session at the Recognition Professionals International conference in hot and humid Fort Lauderdale, Florida.

My session was on dealing with How To Make Positive Changes To Your Recognition Programs.

At the start of the session I asked the practitioner and provider attendees a question. The question was, “what are the biggest challenges or problems you struggle with for any of your employee recognition programs?”

Here’s what the recognition professionals gave me, which were written up on a flip chart:

  • Consistency
  • Out-dated
  • Unaware
  • Push back from leadership
  • Misinformation
  • Management buy-in
  • Measuring ROI

The rest of the session I focused on providing people with the process and tools for making improvements in a systematic way rather than just waiting for things to break, so to speak.

Quick Solutions to Problems

To specifically help those who attended my session and to assist all of my readers, I am including a few links to past posts to address some of these challenges.

1. Consistency: My suggestion on getting more consistent with using your recognition programs and practicing better recognition giving read Recognition Programs Aren’t A Problem…People Are! And if your leaders are not exemplary givers of recognition or using your programs consider Are You Helping Your Leaders to Give Recognition?

2. Out-dated: I told the seminar participants that I go out on a date every week with my wife, Irene. In fact we are going to see a children’s performance tonight of “The Wizard of Oz”. But on a serious vein, with recognition programs they do need to be kept revitalized. Try out this post for some ideas 7 Deadly Warning Signs Your Recognition Program Is Failing.

3. Unaware: I won’t pretend I’ve written on every subject related to recognition. This is probably one of them. That’s why I love it when you send in your challenges and ideas. They often become posts. My best stab at this is to suggest you read When Recognition Doesn’t Work and perhaps even 7 Simple Hacks to a Great Communications Plan to stimulate your thinking.

4. Leader Push Back and Buy-In: I combined these two because I think they are related. Leaders are not expected to know everything about employee recognition. That’s your job. So educate them and keep them informed like this Communicating with Leaders Using the “CNN Effect”. Furthermore, I taught those in my seminar that you don’t want leaders’ buy-in. Buy-in is so monetary focused and transaction. What you really need is their personal commitment and you can discover more here How To Win a Leader’s Commitment and Buy-In for Recognition.

5. Misinformation: Nada! I will have to think on this and get back to everyone on it.

6. Measuring ROI: Hmm! I realize I have not written a blog post on this topic specifically. But to help you along, here’s a related post on Understanding the Business Case for Recognition. I am not going to leave you high and dry though! If you don’t mind leaving this page and going to Incentive Magazine, here’s my Top 10 Tips for Solid Recognition ROI. Hope you enjoy it!

Once you’ve wrapped your head around a few of these topic areas please let me know what other questions still remain for you.

Question: Where do you go to learn more about employee recognition practices and programs?

Never Underestimate The Value Of Senior Leader Endorsement

Employee recognition is everyone’s responsibility, no doubt about it.

But there is something about having the personal support and endorsement of your senior leaders that propels recognition to a whole new level.

The 2015 WorldatWork Trends in Employee Recognition Survey showed only 34% of managers felt they had a high level of support from their senior management team for employee recognition programs.

Your goal should always be to get a senior leader’s commitment to making employee recognition practices and use of recognition programs a high priority as part of your company’s people strategy.

You can then prove to them how recognition can help them achieve the business goals you all want to see reached.

Don’t ever underestimate the value of an executive endorsement for employee recognition. (more…)

How To Win a Leader’s Commitment and Buy-In for Recognition

We keep hearing recognition managers and practitioners expressing frustration with being able to get executive “buy-in” for employee recognition initiatives.

This hits home when people are seeking budget approvals before proceeding with a new or evolving program.

Before you can ever get senior leader buy-in and financing for a program you must first gain their personal commitment. Commitment is personal, emotional and long term.

 Buy-in is simply transactional, monetary and short-term.

Your job is to get senior level support for making employee recognition an effective organizational strategy…plain and simple.

Follow these 5 simple strategies to get senior leaders support for employee recognition. (more…)

Top 10 Ways to Get Senior Leader Buy-In for Recognition

Focus on winning your leader’s personal commitment for recognition

Getting your CEO’s or your senior leader’s buy-in to your recognition program proposal can still be a tough act to obtain. But the key to receiving their buy-in is to get their personal commitment first. We invited leading business CEO’s to contribute their personal recommendations for what works with them. Review and apply these Top 10 ideas to get your senior leader’s commitment. (more…)