Individuals often ask me what I recommend for them to do to become a great recognition giver of the people around them—whether at work, home, or play.
The following is a short list of things I suggest you get into the habit of doing.
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Consistency with recognition giving requires adherence to following the same principles, and exemplary practices in expressing recognition and using online recognition programs towards everyone.
You are looking for uniformity through consistent giving of recognition to all employees throughout the organization.
How on earth does one get more consistent with giving recognition at work? Take a look at these ideas for building in greater consistency.
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What are the tiny changes you need to make to give better recognition more often to people?
In order to build recognition into your daily routines, you need to develop self-awareness for where recognition can happen. Then you need to develop the automatic habits of putting great recognition behaviors into practice.
This is not asking for tremendous leaps and bounds improvement. All you need to do is break down everything that goes into recognizing someone and then improve those steps by 1 percent. The tiniest margin of improvement added to incrementally will make a big difference.
Time to examine how you can make recognition a habit at your work every day. Dive in!
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One of the four criteria for the different levels on our Recognition Maturity Model is the variable of consistency.
If there is one thing, I hear all the time from recognition managers and program administrators; they hope to have more people consistently recognizing employees. And they also speak of wanting greater consistency of recognition across all areas of the organization, be that by departments or geographic locations.
Consistency is so important that is even one criterion on our Recognition Maturity Model, which you can learn more about here.
But what do we mean by giving consistent recognition? How can you make this happen across your organization?
Dive in to learn more about consistency.
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Getting managers to consistently give meaning, memorable, and motivational recognition is going to take time and a desire for them to want to improve.
Leave those managers alone who say they don’t want to change. For them, it is a matter of looking at their engagement, performance, and retention results. Then their manager can hold them accountable for having to improve when their performance reviews are conducted.
Your time can be better spent helping those who want to improve and show them how to become better recognizers. (more…)