Heading every organization is a senior leadership team.
They play a critical role in providing strategic and operational leadership for your organization. And they also play an essential role in representing the organizational culture and showing what leadership should look like, by how they interact with one another and with employees.
They often leave your task to “read minds” on how each leader thinks about recognition. Hopefully, you have an exemplary executive sponsor who is a cheerleader and champion for the cause of employee recognition to draw upon.
But in a general sense, how do you find out what each of your executive leaders think about recognition?
Now is a time for unconventional leadership and innovation
with recognition and reward programs. Analytics and AI are blossoming in the HR
technology world. We need these same tools in the recognition space. This
requires a certain type of leader – an unconventional leader. Look out for
people who demonstrate these Top 10 Unconventional Ways to Lead Your
Recognition Initiatives. They’ll advance the cause of recognition into the
future.
1. Unconventional
leaders have courage to do the right thing. If a recognition and reward program
hasn’t shown any benefit these leaders are prepared to shut it down. But
they’ll also expect you to replace it with something better that will work.
2. Unconventional
leaders demonstrate impeccable integrity. They’ll want inclusion and
fairness with all programs, especially with rewards. They’ll advocate for the
receptionist and janitor the same as they would for any senior executive.
3. Unconventional
leaders are wise stewards over everything. They’re willing to invest funds
and resources for recognition programs over the long term. No one will be
expected to do more, or work longer, than is right and respectful of home needs.
4. Unconventional
leaders are humble enough to be working for others. You’ll find great
leaders are willing to go to bat for you and work with you. They’ll want a
strong business case presented and clear rationale for the programs you want.
5. Unconventional
leaders simply care for others. Recognition programs are about caring and
appreciating others. Besides praise and acknowledgment, they’ll want care shown
for the positive and tough things that happen to their employees.
6. Unconventional
leaders take on challenges. Why not boldly declare that all employees will feel valued and
appreciated for their contributions on the job. It may not be easy to do but
they will enlist every company leader to make sure it happens.
7. Unconventional
leaders ignore what everyone else is doing. If a majority of companies are
using points-based reward programs that doesn’t mean these leaders will follow.
They will create the best vision and processes right for their employees.
8. Unconventional
leaders lead with leading indicators. Forget about lagging indicators like
recognition program usage and participation statistics. These leaders are
looking to measure whatever behaviors precede every recognition experience.
9. Unconventional
leaders are always dependable. They will lead recognition by example. You
can count on them to consistently use your recognition programs. And your
employees will always be proud to receive a thank you card from them.
10. Unconventional leaders use persuasion for power. They will never usurp control over your managing of recognition and reward programs. Instead, they will gently steer you in a direction that eventually makes sense and that you fully adopt.
Previously published in Incentive Magazine by the author.
Roy is no longer writing new content for this site (he has retired!), but you can subscribe to Engage2Excel’s blog as Engage2Excel will be taking Roy’s place writing about similar topics on employee recognition and retention, leadership and strategy.
