The wonderful thing about giving employees the recognition they deserve is that the ability to give recognition is a learned skill.
But the only challenge is getting managers to learn the skills they need to give Real Recognition™ the right way wherever they work.
That’s why I am going to outline some ways for your managers to set the right goals for learning how to recognize one another better.
(more…)
Following the completion of a recognition strategy and planning session, you will have a written recognition action plan to execute.
This is both exciting and daunting as you take on responsibility for implementing your plan.
I will share with you some practical insights that I have seen for putting your recognition plan into action.
(more…)
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.
(more…)
Do you find it hard to stay focused on managing recognition programs, encouraging others to be phenomenal recognizers of others, oh, and be a great recognition giver yourself? You are not alone.
Today’s your lucky day as I am going to share with you different strategies and ideas for how to stay focused on recognition.
Check out these ideas in the list below and commit to trying out just one of them this week or next.
(more…)
A recent Gallup survey showed less than half of employees feel strongly that their employers care about their wellbeing. And according to research from Slack with remote employees across five countries, only a sense of belonging was much worse than before the pandemic. Follow these unique ways to create a better sense of belonging with your work-from-home employees.
(more…)
If you want people to give better quality recognition and to have people recognized more frequently than they are now, then you had better plan to transform recognition with a carefully thought out plan, now.
Your engagement surveys, pulse surveys, focus group feedback, and recognition program data will give you both the qualitative and quantitative read on the state of employee recognition in your organization.
Your job is to work with the leaders and managers in your organization to define and create the future of employee recognition. It’s time to plan out how you will achieve better recognition for 2021 in your organization.
(more…)
Managers of organizational recognition practices and recognition programs are often torn between focusing on growth of people or on business results.
You’ll find some organizations create elaborate people strategies to prepare for the growth and development of their employees. Talent management strategies prepare now for the future. And recognition is always a part of the equation, especially when measuring employee engagement.
Then there are others who are strictly business. Their goal is to align recognition and rewards with helping to drive and achieve the strategic initiatives of their business goals.
So, the question is whether, as the owner of recognition in your organization, should you focus on people of the business?
(more…)
A recognition strategy is a written document that outlines the purpose, direction, goals, and plans, for you and your organizational leaders to commit to doing, and make recognition giving a way of life and not just a program.
However, according to the latest WorldatWork 2019 Trends in Employee Recognition Survey, only 49 percent of the surveyed organizations have a written recognition strategy.
For that reason, I am helping you with how to create a written one-page recognition strategy to ensure you have something rather than nothing.
(more…)
If you haven’t already heard, there are fewer companies today than 2 years ago that have a written recognition strategy. Wow! That’s a shame.
According to the latest WorldatWork 2019 Trends in Employee Recognition, only 49 percent of the organizations they surveyed have a written recognition strategy. Fortunately, for the nearly half of these organizations with a recognition strategy, 97 percent are aligned with their organization’s business strategy.
The surprising thing was seeing how the percentage of organizations with a recognition strategy declined from 55 percent in 2017 to 49 percent in 2019. I really thought more organizations would commit to writing one. But, alas, I was wrong.
Why would organizations not have a recognition strategy? Let’s examine some possible reasons why this occurs.
(more…)
One of the questions I am often asked when it comes to rewards is what to reward people with as well as when are you supposed to give those rewards.
It’s important to remember that rewards can be tangible, monetary, or experiential in nature. This opens the door to all kinds of creative options and ideas for what to give to people or give them access to choose.
And broadly you give rewards to individuals or teams whenever they reach pre-set goals, a significant achievement, or a special service was performed.
Now let’s dig a little deeper so you can better understand these elements.
(more…)