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.
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.
Organization has long stated that 67% of employees report not being recognized
for doing good work in the last seven days.
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