You likely view recognition as an amazing and very positive experience.
But there are also a bunch of naysayers out there
Your perception of recognition is how you think about it or the impression you have of it based on past or present experiences.
How are you supposed to eliminate the negative perceptions about recognition that exist in your organization?
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Push button. Launch. Blast off!!
Your recognition program has just gone live. But for how long will it last?
How do you make recognition programs last? Making recognition and reward programs last over the long term requires an open-mindedness to the ongoing transformation of your programs.
It’s about looking for ongoing change and constant quality improvement. Maybe breaking things even when they’re not even broken.
But foremost, it’s about creating the future and meeting the ongoing demands of managers and employees and evolving the recognition experience.
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Whether approaching the end of a calendar year or a time to consider a refresh of your recognition practices and programs, it is important to ask yourself as the recognition owner in your organization, “Where do we most need to improve recognition?”
Often this whole question of improvement follows the review of your annual employee engagement survey. Right off the bat I can tell you that if the average score of your recognition related questions on your survey is less than 65 percent, then you are dealing with issues with your daily recognition practices of everyday recognition.
Looking at everyday recognition, you know this should happen on a daily or weekly basis and impact between 80 and 100 percent of your employees. This is a great opportunity to work on.
Where else can you improve recognition at your organization? What are some practical steps you can take?
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Sometimes companies launch recognition programs and they don’t exactly light up the sky and shine, as they should.
For a variety of reasons you might not have gotten the engagement and traction you thought you would when you designed and developed your organization’s recognition program. You thought you got everyone’s input and their buy in, and then… pfft!
Lots of foundational things can stop recognition program engagement whether it’s access to technology, the nature of the work of most employees, or simply a lack of respect thinking employee recognition is unimportant.
But let’s look at what needs to be in place to engage your managers and employees with your employee recognition programs.
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