One of the exceptional assets any organization has with their employee recognition programs is the very employees you recognize, praise and celebrate.
That’s why I think too many organizations lose out on one of the biggest solutions to advocating recognition practices and higher usage of their recognition programs. Yep, your employees.
Today, I am going to share with you how to enlist small groups of employees to become your recognition ambassadors. And once you have launched these ambassadors within your organization, then employee recognition will never be the same.
Let’s find out how you can create and orient some special employees to become your recognition ambassadors.
Giving meaningful and developmental feedback is one of the most effective tools to help people learn how to do things the right way.
And this applies to learning how to give Real Recognition™ the right way, too.
In this post, I will share some essential knowledge gleaned from research that will give you practical insights and principles to use feedback properly. I’ll share what the purpose of feedback should be, how timing plays a role, the effects of feedback and the responses to expect from learners.
Rarely are we taught how to give effective and meaningful feedback.
Take a deeper dive on how continuous feedback helps people learn how to give better recognition the right way.
Some of us have directors or managers who have never learned to give recognition to people when it is due. They can seem too task oriented. Others are more introverted and not used to expressing feelings.
Or, maybe you hear reports from employees who wonder what they can do to bring this topic of a lack of recognition up with their manager, but are afraid it might backfire if they do. Now they have gone for years without having their work properly acknowledged.
What can they do to highlight their work successes and finally get the recognition they deserve?
Turn the tables and learn how to ask for the recognition you’re not getting.
Here we are with another New Year and I want to
share with you the Top 10 Posts for 2019.
I will reflect along with you on why perhaps you and many other readers read these more than other posts that didn’t quite make the top rankings.
In tenth position was the post How to Help a Leader Who’s Not a Good Recognizer. Obviously, this leadership focused article resonated with many of you who need some ideas and help with coaching the challenged leader to become a better recognizer of peers and staff.
Leaders are not always in their position for
their people skills—although they certainly help—and for that reason
they often have more left-brain, executive functioning and logical skills.
Some, not all, need a helping hand to get the people skills down and realize
how important recognition is to the people that work for them.
Most organizations have some formal award
programs going on. But few organizations set objectives for what they want to
achieve from conducting nomination submissions and planning awards events.
I didn’t expect this post to rank as high as it did. It seems many of you wanted to learn how they select Oscar awards winners so How Oscar Awards Nominations Are Selected came in at number eight. Recognition professionals are always looking to benchmark against best practices, so I hope you gain some insights from this post.
The Oscars always share the public limelight on
what people think an awards ceremony should look like. Understanding how the
award winners are selected might help you raise or lower your own
expectations on how you should determine your award recipients.
I think we’re hitting on soft skills here
and how they are not as easy as they seem. Giving meaningful feedback is
something all of us can become better at.
For those of you who haven’t created a written recognition strategy document yet, our sixth ranked post of A Quick and Easy Recognition Strategy to Get You Going should help you out. It is better to have a basic document in place to guide you along than not having a strategy at all.
Make sure you become more intentional and
strategic with your recognition practices and programs. This post’s ranking
probably reflects the need for an easy way to write up a recognition strategy.
The whole preparation and planning required to
make recognition programs successful is not something a lot of organizations do
well. Everyone wants to get more employees using their programs more
I am so glad my post on Why Being Specific Increases the Value of Recognition made it to third place. It validates for me that many of you see the importance and need for recognition specificity. Put this into practice and teach others to do the same and recognition will go a long way to becoming improved.
Recognition specificity is one of my favorite
topics around recognition giving. Intuitively, many of you know it is important
but just want to know how to do it better.
Second on the ranking list was the post on What Your Leaders Can Do to Lead Recognition. It tires many of you to fight the recognition battles alone. You need leaders to step up to the plate and make a strategic pitch for the cause of employee recognition.
A bit of a surprise for me was seeing this post
in number two position. But it paints a picture that we desperately need
leadership around employee recognition.
Be constantly learning the essential recognition
skills and behaviors to give meaningful recognition. Understand the importance
of your recognition programs and humanize your interaction with the programs to
better connect with and value your employees.
Happy New Year to everyone. Become a better real
recognition giver this year.
Recognition Reflection: What insights can you
gain from the usage of your recognition programs over the past year?
recognition is not hard to do. But recognizing those you meet and work with
should not be treated so glibly that it is thoughtlessly done.
The words you
use to verbally express your appreciation or use in your written or digital
thank you notes, need to be done with care and consideration. Put more time
into thinking about what you will say and realize the impact it will have on
following ideas closely to pick up on ways your vocabulary choice and phrasing
of recognition could change.
One element of
recognition often overlooked is encouraging people to do worthwhile things
that lead to valuing and recognizing someone.
Being able to
inspire people to great accomplishments is an ability we should all strive to
learn. But it’s an essential skill to have when you are a leader.
all about filling up people with rousing emotions that you feel about a
particular cause or action that you want other people to take on.
Interestingly, the Latin root for the word “inspire”, means to breathe upon or
into, like the pulmonary meaning of inspiration.
inspire an individual or team to action is not a set of behaviors you may
naturally have. Sure, some people you know can make this look easy. Yet,
inspiring people requires specific skills that all of us can learn.
following qualities and behaviors to inspire people.
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
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.
Two magazines arrived on my desk within weeks of one another and both highlighted “feedback” on their cover articles. Then I received an email inviting me to attend an online presentation about moving from feedback to action. Looks like the topic of feedback was on my radar.
Some of us have a hard time giving feedback and even receiving feedback.
“Can I give you some feedback?”
Do you cringe at that question? Or do you look forward to discussions following that question? You and I can react so differently depending on the source of the feedback, your current work and life status, and what exactly you are being critiqued about.
Most organizations have a formal award programs that are their pinnacle of excellence for all their employees to aspire to.
You might have these kinds of formal programs where you work, too. They’re often called by a prestigious leadership position the company wants to associate with the award. You’ll hear awards named the President’s Award, Chairman’s or CEO’s Award. Or they may go for a more branded name appeal such as Bravo Award, Excellence Award, or Pinnacle Award.
Both position title or brand named awards, are usually appended with various award categories the company wants people to focus on. They attach qualities or values like Leadership, Innovation, Customer Service, or Citizenship, etc. to the award name.
But for all the time, effort, and energy put into these formal award programs you are likely only awarding around 1% to 2% of your employee base. In larger organizations this percentage is even less.
What can you do to elevate the quality of your existing formal award programs?