How To Get More Consistent with Giving Recognition

Consistency with recognition giving requires adherence to following the same principles, and exemplary practices in expressing recognition and using online recognition programs towards everyone.

You are looking for uniformity through consistent giving of recognition to all employees throughout the organization. 

How on earth does one get more consistent with giving recognition at work? Take a look at these ideas for building in greater consistency.

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How To Be An Authentic Recognition Leader

If there is one thing I’ve learned about giving meaningful and effective recognition to others, is the fact that it must be authentic. Both the recognition and the giver must be real. 

Imagine the positive influence that can come when a people-leader has learned to be authentic as an individual and a recognizer of others.

Let’s explore how a leader can become authentic and a real recognition giver, too.

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How To Give More Consistent Recognition

One of the four criteria for the different levels on our Recognition Maturity Model is the variable of consistency.

If there is one thing, I hear all the time from recognition managers and program administrators; they hope to have more people consistently recognizing employees. And they also speak of wanting greater consistency of recognition across all areas of the organization, be that by departments or geographic locations.

Consistency is so important that is even one criterion on our Recognition Maturity Model, which you can learn more about here.

But what do we mean by giving consistent recognition? How can you make this happen across your organization?

Dive in to learn more about consistency.

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Top 10 Solutions to Typical Recognition Program Problems

Whenever technology is involved there will always be bugs and glitches that get in the way. Likewise with recognition and reward programs. However, for the most part, the biggest problem with recognition programs is not technology. It is the people factor and how recognition programs are used. Consider these Top 10 Solutions to Typical Recognition Program Problems to help you out. (more…)

How To Get Your Managers Consistently Giving Recognition

Getting managers to consistently give meaning, memorable, and motivational recognition is going to take time and a desire for them to want to improve.

Leave those managers alone who say they don’t want to change. For them, it is a matter of looking at their engagement, performance, and retention results. Then their manager can hold them accountable for having to improve when their performance reviews are conducted.

Your time can be better spent helping those who want to improve and show them how to become better recognizers. (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?

No Matter Where You Go, Appreciate People

By virtue of their formal titles, leaders have a duty to acknowledge people wherever they are and wherever they go within the organization.

And for that matter, they even represent the organization as soon as they step outside of the company doors.

It can be making sure to give the simple pleasantries and greetings in the hallway or on the elevator. Making time for the informal chat in the cafeteria or before a meeting begins.

Leaders must always be on as far as seeking recognition giving opportunities.

No matter where you are or wherever you go as a leader you must make an extra effort to appreciate people and their contributions.

Appreciating people wherever you are takes focus and intention. (more…)

How to Stop Being A Hard-Nosed Leader

There are still some of them out there. I truly hope you’re not one of them…but hard-nosed leaders are not good for business anymore.

Hard-nosed leaders are the type of people who order and bully employees around which depletes staff of any positive energy they first had when they arrived at work.

Hard-nosed leaders are also prone to not giving any recognition to people.

If you want genuine and well received recognition to work with your employees, it is going to require shaking off old school management styles and plain stopping those individuals who are the hard-nosed leaders. (more…)

How to Develop Trust for Authentic Recognition

What it takes to be authentic with recognition giving

How do you really create authentic, or “real”, recognition?

Managers and employees alike are always concerned with what “others” are thinking when they attempt to give positive feedback to a fellow worker.

The secret behind giving Authentic Recognition is building trust first. That way the giving of recognition is always perceived and received correctly as it was intended. (more…)