Tag Archives: Contributions

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Are You Really Giving People Recognition on Purpose?

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Do you know why you recognize people?

If you haven’t thought about why you appreciate and recognize people, take some time out to articulate your beliefs and reasons for recognizing the people you work, play, and live with.

For me it is about appreciating people for who they are, independent of any work they do, and valuing everything that a person brings with them to the workplace. It’s about recognizing people for all that they do—both the insignificant and the amazing things people do. 

Recognition is about valuing people and their contributions. It is the transferring of positive feelings and emotions from one person to another, in response to an employee’s positive behaviors or actions.

What is your purpose for giving recognition?

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Why It’s Important to Celebrate the Completion of a Project

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Done! Complete!

You and your team have just finished an assigned project.

High fives all around—even if virtually

A lot of time went into the various elements of this project—from conception to implementation The outcomes and learning points were valuable and worthwhile. You are grateful for the wonderful collaboration across the team from all their various locations. Together, you overcame major obstacles to make a positive result.

So, should you celebrate?

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Embedding Recognition in the Everyday Life of the Company – Part 3

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This is the third post in a series on Embedding Recognition in the Everyday Life of the Company. In Part 1, I addressed integrating recognition into your onboarding strategy and practices. Then, in Part 2, I took up how you can weave recognition into your meetings and learning opportunities.

This post will cover more traditional recognition moments such as career milestones (length of service anniversaries) and retirement recognition.

As you read these ideas, evaluate how you are doing with recognition in your organization in these areas, and if there are steps you need to take to improve things.

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How Do You Know When to Recognize or Reward Someone?

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The question of when to recognize a person, or whether what they have done merits being rewarded, is a common issue especially for managers.

I believe you must start with defining what you mean by recognition and what rewards are first. Once there is agreement throughout the organization on these two definitions, you will be in much better shape to guide and prescribe when to use each of them appropriately.

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How To Shape Diversity and Inclusion With Recognition

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There is a lot a talk lately about diversity and inclusion in the workplace.

A simple search of the combined terms yielded results of over 148 million references.

And I was recently asked a question about how employee recognition comes into play with both diversity and inclusion.

I think the question being asked was more about whether effective employee recognition practices can have any impact on diversity and inclusion.

Here are my thoughts. (more…)

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4 Ways To Be Crystal Clear About The Recognition You Give

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Be careful when expressing recognition not to be too brief.

Statements like “Well done!”, “Great job!”, or “Excellent!”, when left in isolation, may not be enough to create the intended message or feeling of appreciation for a person.

The irony is, while we may think we were perfectly clear by giving such succinct words of praise to a person, recipients may think they can see right through them.

They already know what they did was well done and a great job. That’s exactly what they do every day when they come to work. It’s part of the employer-employee agreement they signed up for when hired – do good work and you’ll get paid the agreed upon wage or salary. They are good people who are honest and care about what they do.

Sometimes we sacrifice clarity in the recognition experience we give to people by being short and sweet.

Sometimes we sacrifice clarity in the recognition experience we give to people by being short and sweet.

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My recommendation is to look through the glass of recognition carefully and make it much clearer. (more…)

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5 Things Your Boss Needs To Know About Recognition

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Each manager, supervisor, or business owner comes with their own unique set of interpersonal skills, along with strengths and weaknesses. This is especially so when it comes to giving meaningful and effective recognition.

You’ve likely had a boss or two who understood the importance of acknowledging your work. You had a positive relationship with them. Work seemed to go well and you felt engaged. You knew you were making a positive difference.

Not So Good Managers

Then again, you’ve probably bumped into at least one or two supervisors or had managers along your career path who plain didn’t get it. (more…)

Posted on

5 Things Your Boss Needs To Know About Recognition

by

Each manager, supervisor, or business owner comes with their own unique set of interpersonal skills, along with strengths and weaknesses, especially with giving meaningful and effective recognition.

You’ve likely had a boss or two who understood the importance of acknowledging your work. You had a positive relationship with them. Work seemed to go well and you felt engaged. You knew you were making a difference. (more…)