You’ll find plenty of positive recognition practices to become a great recognizer in the many posts in this blog, or within chapters in my book Practicing Recognition, that will help you and the leaders in your organization.
Yet those of you who lead your recognition programs and strive to encourage your leaders to be exemplary recognition givers, influencing leaders to do this important skill can be tough.
I wanted to dig deeper and draw upon the essential skills that leaders need to develop. What might you coach your leaders on that would help them catch the vision?
Hopefully, your organization has the leadership and engagement of senior leaders, managers, and staff, to make your recognition practices and programs happen the way they should.
Not all organizations are as fortunate to have things rolling forward and progressing in innovative ways. And whether it is you taking the leadership role for recognition, or senior leaders directing the action needed, its leadership that makes recognition happen.
Leadership does not have to be a title. You just have to take the lead in something like employee recognition and then show others how to follow you.
When I conducted a management survey several years ago in the public sector, a response to one question asked revealed that 93 percent of all managers said senior leader involvement in recognition programs was very or extremely important. A large majority, 75 percent, said it was extremely important.
These same managers said only 21 percent of leaders were very involved with their recognition programs.
Our research shows that organizations with leaders committed to supporting award and recognition programs strategically, financially, and by example, have higher employee evaluations for feeling appreciated for their contributions on the job.
All that remains for you to do is to get your leaders using your online recognition programs. Try out some of the following suggestions.
WorldatWork surveyed their members and found that the average organization uses eight separate recognition programs. That’s a lot!
However, what they don’t state is how well people use those recognition programs, either by leaders or by their employees. The secret to using these programs properly is to help your leaders better understand the value and importance of employee recognition.
How can you get your leaders on board, and what do they first need to know about employee recognition?
Do your employees feel valued and appreciated for their work contributions? If not, is it because recognition is not top of mind for your leaders and managers? What if you could remind your leaders and managers to recognize more often? Are there ways that technology can help?
There is a way to nudge your leaders and managers into giving more frequent and better day-to-day recognition to their direct reports, and others. You can create triggers for your leaders and managers to give more meaningful and consistent recognition to people. This will guarantee affecting the overall employee experience and improve performance, too.
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?
How do you get leaders to be more aware of the importance of recognition and rewards?
Too often, recognition and rewards and the programs you have in place are not top of mind for many people. And when employees themselves are not on board with recognizing others, you know you’ve got a problem.
What does it take to raise the importance and value of recognition and rewards?
Hopefully, you have a supportive executive leader who acts as your sponsor or champion for the cause of employee recognition where you work. You never want recognition to become out of sight and then out of their mind.
The only reason recognition would ever disappear off of your leader’s radar screen is if you take it off yourself.
That’s why it is so important to help your leaders stay on top of everything that’s going on with employee recognition.
Here are some great ways to keep recognition top of mind for your leaders.