It is an interesting question to ask. Who is the leader in your organization who leads recognition practices and programs?
More often than not, people will point you to Human Resources. Or it could be an offshoot from there such as compensation and benefits. Occasionally, you will find out communications is at the helm, often paired with marketing. And if it involves sales in your industry, you’ll have the sales folks to deal with.
But are they managing or leading recognition?
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It seems there is a massive absence of recognition in the workplace.
In fact, you can call this absence a recognition famine because there is an extreme scarcity of people acknowledging, praising, and appreciating one another.
Gallup Organization has long stated that 67% of employees report not being recognized for doing good work in the last seven days.
In one healthcare organization I was consulting for I broke the frequency of recognition down in finer detail.
How often we receive recognition can be as important as how and who gives the recognition. I asked these healthcare employees how often they received recognition or praise from their immediate supervisor or manager for the work they do. The statement ended with “at least” and then the time frame statements of daily, weekly, monthly, quarterly, annually, or not at all.
Only 11% of these healthcare employees stated they received recognition on a weekly basis, so well below the Gallup average of 33%. Another 33% indicated managers had recognized them within a month. But there was nearly another third of the employees who said managers never recognized them at all.
This is a crime.
Let me give you some ideas for stemming the recognition famine that might happen where you work.
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