Clearly inform leaders, managers, and employees of each program offering in your recognition and reward platform.
Unfortunately, not everyone uses all of your recognition programs well. Communicate and educate about program options and their benefits continually.
Sometimes, there’s a mindset that rewards are recognition. When this happens, people give rewards out too freely when expressions of recognition are better suited. And the inverse is also true. If an employee truly excels and goes above and beyond and merits a reward, they end up receiving recognition instead and might feel deflated and unvalued.
When you are dealing with online recognition and reward programs, you must inform everyone what they have available to them.
You would think that giving recognition to people was something pretty easy to do, right?
Unfortunately, even if you get over the resistance and discomfort of recognizing people, there’s another challenge to overcome. That’s the challenge of expressing your recognition the best way possible.
It doesn’t matter how you give your recognition. It could be verbally face-to-face, on the phone, or through videoconferencing. Then again, it might be by text-based, SMS, a handwritten card, or an electronic ecard. Whatever way you do it, I want to recommend that you put more time and care into how you say your recognition.
Your words could make or break the recognition you give people. I don’t think we fully realize the impact our words have on employees. Blogger and author, Rachel Wolchin, said, “Be mindful when it comes to your words. A string of some that don’t mean much to you, may stick with someone else for a lifetime.”
I want you to examine more closely the type of vocabulary you use. Check out the phrasing of your recognition messages more carefully.
The best words you use to express your recognition verbally or by text and writing will add greater meaning to your intended message.
David Hauser, an associate professor at Queen’s University, advises from his research on the semantic effect of word choice to “Simply be aware of the words that you use, because people will make inferences that might not match your intended meaning.”
He further highlights that, “It’s a matter of word choice. You might be better off finding the right word by looking at how most people speak rather than looking in a dictionary or thesaurus.”
I am not suggesting that you get all fancy with how you express recognition. But what is important is to realize that how you recognize people with your word choice can become even better than they are now.
Here’s a scary reality from the latest trends in Human Resources. First off is that 53 percent of HR professionals have seen an increase in turnover in the past year. That sounds like it might be a lot of people!
Already in America the number of monthly resignations is near all-time highs.
Other research suggests 40 percent of workers are planning to leave their jobs in the next year. The media is calling it the Great Resignation.
Which means those of us in the recognition profession need to support leaders in retaining and motivating our fellow workers. Here are some ways to get in gear for recognition in 2022.
It is wonderful when leaders take the bull by the horns to highlight new initiatives like your recognition programs, perhaps new program features, merging of company recognition platforms, you name it.
Have your president and/or CEO become well versed in describing and explaining the features of the recognition programs. Then have your CHRO reveal your program and demonstrate how you can recognize a colleague.
To have your recognition programs stand out from the crowd, you must have leaders who will lead the way with them.
Sarcasm is also known as verbal irony, and humor often tempers it. It’s a type of speech that has a semantic interpretation opposite to its literal meaning. Too often it is used to say something opposite of what is true, intending to make someone look or feel foolish.
Whatever people say sarcastically should not be taken literally. However, that’s not saying people don’t take it the wrong way. As communication experts will tell you, many people have been on the receiving end of sarcastic comments and it can hurt.
Many of you have heard of my three factors for giving recognition: Values, Skills, and Awareness.
If you put these three factors into a Venn diagram of three overlapping circles, you see some interesting insights that help you understand what’s going on in your organization.
I will guide you through what each of these factors means and the different outcomes that happen when you only have certain combinations of each of these factors. Then I will share some ideas on how you can strengthen each of these factors to make giving recognition a natural reaction.
Many people have clicked on a previous version of this blog post wanting to learn how they should set up a point-based reward program.
Unfortunately, some individuals and recognition and reward providers suggest certain ideas as being best practices so the client’s employees will consume more points. So, buyer beware and let’s learn some principles versus supposed best practices to guide you.
My goal is to provide you with objective information along with solid principles for you to make wise decisions by. I will also give you some pros and cons for some options.
How do you get leaders to be more aware of the importance of recognition and rewards?
Too often, recognition and rewards and the programs you have in place are not top of mind for many people. And when employees themselves are not on board with recognizing others, you know you’ve got a problem.
What does it take to raise the importance and value of recognition and rewards?
There are a lot of things the current pandemic has affected with how we use our recognition and reward programs.
Many organizations affected by the pandemic economically have reduced revenue because of shutting down production, a lack of sales, and the impact on clients affording goods and services.
The bottom-line outcome is companies cannot always afford to pay for rewards as they normally would.
People have asked for guidance on how to communicate to their teams the need to prioritize no or low-cost recognition options versus use of rewards in view of the financial reality. They also don’t want to give a negative viewpoint.