Giving meaningful recognition is all about learning the science behind recognition and mastering the art of practicing this important soft skill.
A soft skill includes all the attributes and personality traits that help employees positively interact with others and achieve success at work. Recognition is just one of those soft skills to develop.
What learning principles will help enhance retention of the skills needed to give effective recognition to employees? Let’s take a look at some of them.
There are various stages you pass through when using our recognition strategy approach. First, is crafting of a fitting recognition purpose and philosophy statement that is just right for your organization.
Then comes the identifying of the areas you have to focus on following a recognition assessment. All organizations have strengths and weaknesses. Know where to need to focus your energies to improve recognition practices and programs really helps.
But before you identify those focus points, there is one important thing you have to do. You need to declare what your overall guiding objective is to improve the quality of recognition for the year ahead.
Having articulated what this goal is will help your organizational leaders know what you should all be shooting for. And it helps you personally with an additional criterion point to use in making decisions.
Did you know that over a third to a half of the general population are introverts?
That means one or two out of every three people that you know are probably soft-spoken, reclusive, and shy individuals.
Susan Cain, author of Quiet: The Power of Introverts in a World That Can’t Stop Talking, says that shyness is about the fear of social judgment. She defines introversion as how you respond to stimulation. Introverts prefer quieter environments.
And now you report to an introverted senior leader. How can you support them with giving meaningful recognition to staff?
Each of us has our own strengths and weaknesses in the plethora of skills needed to make a successful workplace.
Yet, with recognizing people, many think that all you have to do is say, “thank you” and you’re done.
The fact is that there are oodles of behaviors to discover and learn about with giving recognition the right way. And that’s why I recommend you learn one behavior at a time. Get some mastery behind each behavior and become a confident recognition giver.
Administrative Professional’s Day falls on the same Wednesday of the last full week of April every year.
Long gone are the days when this day was known simply as National Secretaries Day. For never the right reasons, secretaries seemed to be perceived “lesser-than” because of that title. It seemed they only typed and answered the telephone.
Now they have risen in profile and respect by their new title of office and administrative professional.
But how should leaders show their appreciation for their administrative professional?
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.
Leaders often barrage their managers of recognition with criticism over a lack of participation and usage of their organization’s employee recognition programs.
Naturally, not all organizations have participation problems. Some are exemplary. They have fought hard for that position. It did not come about easily, nor did it happen overnight.
But never let those who do not understand the intricacies and gifts of what it takes to make recognition happen, believe that they are the “real” recognition givers and know exactly what it takes to get full participation with recognition programs.
Instead, remind them that first things must come first. Teach them how to give recognition one-on-one, whether in person, or by all the communication methods available to them
It is hard to teach everyone how to give meaningful and effective recognition to one another, no matter the size of the organization you work for.
That’s why you need to enlist an army of people to aid you.
Dictionary.com explains that the more helpers you have available to you then the task will be easier. The proverb “many hands make light work” was reportedly first recorded in English in the early 1300s in a knightly romance known as Sir Bevis of Hampton. However, John Heywood, a 16th century writer known for his plays, poems, and collection of proverbs, is most often attributed as the originator of this proverb.
What can you do to teach other to help you teach people in your organization how to give amazing recognition to one another?