You Can Get Unstuck From Rewards With Recognition

One of my Rideau colleagues recently shared with me their observations of how many mid- to large-sized businesses are challenged with how to transition more away from rewards towards recognition.

Then within a week of this conversation one of our blog subscribers at a financial services company wanted to know how to reduce their budget costs and lessen the amount of gross up tax spend on their gift card rewards program.

So, it seems the topic of rewards is in the air again!

Since many companies are using rewards it only makes sense I should share with you how best to transition from, or lessen, your use of rewards and move towards more recognition, or at least a happy medium between the two. (more…)

Get Your Managers Excited About Giving Recognition

Many of you responsible for employee recognition in your organizations have a hard time getting full support and attention of your managers.

Some just don’t get it as far as understanding the importance of recognition in the eyes of their employees.

A few managers rose to their current position solely based upon expertise or technical competency and not for any people skill or emotional intelligence strengths.

Your job is to spark their interest in recognition when they are being bombarded with so many other priorities and distractions.

In reality, we tend to remember two kinds of events in life – major negative happenings and warm, positive activities.

Your goal should be to get managers excited about giving recognition and make it a warm and positive memory for them.

Learn from these four ways to raise the excitement level. (more…)

Where To Focus Your Leaders With Recognition

I’ve had two requests from clients from either side of the Atlantic ocean within the last two months, asking me to consult with them in helping their leaders give better and more frequent recognition.

It’s been fascinating to see organizational development folks and other leaders of various functional areas wanting to get their leaders on board with improving recognition.

Employee engagement and customer satisfaction scores were the trigger. These metrics were not the best and each client saw the correlation with their analytics and how a lack of recognition was a contributing cause.

In both companies they interviewed employees and identified ways they were not feeling appreciated and valued for their contributions on the job.

One of the companies went so far as to interview a sample of leaders who were doing well on employee engagement and customer satisfaction metrics.

What were they doing well?

They found great leaders demonstrated caring concern for most of their employees and were actively involved in acknowledging and praising their employees’ on the job.

These successful leaders knew how to make positive connections with their staff. (more…)