Tag Archives: Focus Points

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Implementation Is The Most Valuable Part of A Recognition Strategy

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Consultants come, and consultants go. Some are better than others. 

I recall starting my first job at a newly opened hospital as a Speech-Language Pathologist. Towards the end of that year, the leadership team hired a consultant to help them set direction and create a strategy for this new facility.

The consultant roamed around and interviewed leaders and managers and a sampling of employees.

Leaders scheduled a full-day meeting to brainstorm solutions. They invited many to be involved. We generated oodles of flip charts in response to questions posed by the consultant. Everyone vetted this content, and we finally came up with a semblance of a plan.

But that’s where things sat.

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How To Make Implementing Your Recognition Plan Easy To Do

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In my earlier life as a speech-language pathologist, I vividly recall an external consultant coming into the hospital I worked at analyzing our organizational challenges. We brainstormed and followed his facilitated methods to let some potential plans and goals unfold.

And so, our creative content on the flip chart sheets was all typed up and distributed to the attendees. That’s where they sat, so it seemed, for many months. I told our hospital’s CEO that there was a problem with this consultant’s work. They set nothing up for implementing the plans.

I recently finished helping a client’s organization team in drafting a recognition plan to address their gaps with recognition practices and recognition programs. I nicely printed everything up in a flow chart looking model.

I will not leave them alone with this document. I have prescribed a method for how to implement their recognition plan so they will achieve success.

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How to Write the Best Recognition Strategy – Part 4

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Implementing the Recognition Plan for Successful Impact

Many consultants enter organizations prepared to tell the leaders where they are failing in the area of the consultant’s expertise.

The process I have taught you over our four-part treatise on How to Create a Recognition Strategy, headlined the need for you to identify your own recognition strengths and weaknesses before starting the strategy piece.

If you have followed along so far, you will know the importance of crafting a Recognition Purpose and Philosophy statements. Following your assessment of recognition practices and programs you have everything you need to design a complete Recognition Plan to elevate recognition practices and programs in your organization.

That is often where consultants exit the scene. You have a plan with goals set and tactical objectives to make things happen. But then they leave you. And often things sputter out or nothing happens at all.

If there is one thing, I think is essential with a recognition project like this, is to provide you with the tools to implement the plan. Let’s get it off the paper and into action. Focus on moving into the implementation phase.

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How To Write the Best Recognition Strategy – Part 3

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Develop Your Organization’s Recognition Plan of Action

You are getting really close to having not only a well-articulated recognition purpose and philosophy statement but also a solid recognition action plan to guide your organization on its recognition journey.

In the post How To Write the Best Recognition Strategy – Part 1, I explained the “Why” and need for a recognition strategy. 

Having a recognition action plan takes your recognition strategy beyond your organization’s purpose and beliefs for recognition. Now you have a complete strategy that will become a powerful tool for propelling recognition practices and programs and also driving your culture and helping to achieve your business strategy.

You’ll find more insights in How To Write the Best Recognition Strategy – Part 2 where I outline what you need with Creating a Recognition Purpose and Philosophy Statement.

Next comes your Recognition Plan. Your recognition plan is going to come from the gap analysis from your recognition assessment. A recognition assessment allows you to see on paper the strengths and weaknesses of your recognition practices, programs, policies, and procedures. 

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Can You Please Tell Me What a Recognition Strategy Is?

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What exactly is a recognition strategy?

When you search out Recognition Professionals International’s (RPI) seven best practices standards you’ll learn that their first standard is Recognition Strategy.

RPI defines a Recognition Strategy as a written strategy statement and plan with specific program objectives, with recognition aligned to the organization’s culture (i.e. vision, mission and values) and the business strategy and objectives. They use a three-dimensional recognition approach of formal, informal and day-to-day recognition practices. This Recognition Strategy document typically outlines the procedures and processes used and the program delivery methods for the various types of recognition adopted.

My definition of a recognition strategy includes a few more features that help make your recognition strategy a working, actionable tool.

Let’s dive in to learn more.

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How To Divide and Conquer Your Recognition Strategy

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One challenge with any strategy development occurs after senior leaders have invested their time and energy in creating one. They just don’t give the same emphasis to implementing the strategy.

This happens for recognition strategies just as much as it does for business strategies.

A lot of work can go into creating a written recognition strategy and then it sits there. It’s a nice-looking document that does no good unless someone moves it into action.

Follow are suggestions for implementing your recognition strategy by dividing and conquering wherever you can.

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How To Set Your New Year Goals for Employee Recognition

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You are probably in the midst of creating your goals and plans for your recognition programs and practices for next year.

Likely, you will need to submit your goals and plan to a senior leader you report to for endorsement before ploughing ahead.

Make sure you include the following suggestions as you strategize your recognition plans. (more…)

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Get Your Recognition Strategy Structured The Right Way

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There is a lot that can go into writing a recognition strategy so I thought I would outline some of the structural elements that you can draw upon to create a complete recognition strategy.

In my Recognition Strategy Model® approach to facilitating a written Recognition Strategy, I am a firm believer in formulating a Recognition Purpose and Recognition Philosophy statements.

I feel these become the North Star for leaders and employees to look at, understand immediately what they mean, and guide your recognition practices, rituals and programs.

So let’s take a look at the many components you may choose to include in crafting your organization’s Recognition Strategy. (more…)