Too often we rely on lines from Hollywood movie scripts that say things like, “If you build it, they will come.” Unfortunately, that doesn’t work very well when it comes to recognition and reward programs.
Look at the following ideas to consider when you want to engage all, or more of, your employees in using your recognition programs.
Do your employees know the difference between recognition and rewards? Are managers and supervisors consistently praising and recognizing their direct reports for doing good work on a regular basis? Is peer-to-peer recognition happening through your social recognition newsfeed and face-to-face?
If you had a “no” to any one of those questions, you likely need to send out recognition messaging more often.
It might well be time to communicate what recognition is and why it is so important. You may need to tell everyone how easily they can recognize one another. Show them how to give meaningful and effective recognition.
I have written before about the importance of creating a Recognition Communications Calendar to support your recognition programs and practices. However, I was not as clear as I should have been, about what to include in your advanced communication planning.
You have to be strategic about the recognition messaging you want to convey throughout the company. Here are some quick thoughts to guide you. (more…)
You’re excited about your recognition programs portal. You have everything you have asked for over several years of design and development.
Your recognition portal houses a recent peer-to-peer, social recognition program. You can easily access your career milestones program from here as well. The social news feed allows everyone to know about career and personal anniversaries and people can make comments, add replies, and like messages of praise, acknowledgment, and thanks for the great things happening at your company.
And, your supervisors and managers, have access to a performance-based reward and recognition program. Here they can give rewards accompanied by recognition to employees who go above and beyond in their work.
You launch your new all-access recognition portal. Then it’s crickets.
Your wish is to get more employees and managers involved in effectively using your recognition programs.
Is there anything you can do to invite greater participation with your recognition portal? What are some principles you can apply to make your site more engaging? (more…)
I believe every client I have worked with sincerely want to get real recognition happening the right way wherever their people work.
They also know, that in order for the right recognition practices to take place and their recognition programs to be used most effectively they have to, (1) build awareness of the importance of recognition, and (2) educate and show people how to get recognition right.
One way to do this is to provide a manager recognition resource section on your recognition website. This provides a forum to inform, educate and inspire managers on the art and practice of giving real recognition.
And it requires a strategic structure to make your manager recognition resource section the best.
Here are 10 ideas to guide you with designing your manager recognition resource webpages. (more…)
Whenever you see something great happening on the job, besides thanking them directly face-to-face, you can also use a social recognition program to instantly acknowledge your staff online.
Social recognition programs are simply another tool in your toolbox to better practice giving recognition to your peers and employees. And they help spread the good news of all worthwhile actions happening to others in the workplace because everyone can use it.
But the success of social recognition programs has been shown to require three things: (1) executive expectations, (2) careful communication, and (3) unique understanding of the value of social recognition. (more…)