It doesn’t happen very often. But every once in a while, you find an exceptional leader who changes the course of employee recognition in an organization.
Their example and positive actions influence andaffect recognition practices by those around them and the usage of recognition programs by everyone. This influence is powerful and important in changing the way recognition plays out in an organization.
Here are some specific examples and some observations from others.
You’ve often seen them in action. Perhaps in a meeting you’ve taken part in or seeing them on stage at a celebratory award event. It might simply have been a pass by in the hallway. Or maybe you received a thank you note from them. Then there’s the masterful way they acknowledge team members in a virtual meeting. Recognition is alive and going well with this leader.
Have you ever thought about asking this individual for their help with giving better recognition? They might mentor you. But how do you go about seeking a mentor? Follow these suggestions for acquiring a mentor and start learning to give more meaningful recognition to people.
If there is one major thing that will help propel recognition forward, it’s having your senior leaders aligned with your recognition strategy.
As a manager and leader of recognition in your organization, your role is to help get your executive sponsor to agree to your recognition strategy and plans, and then assist you with how best to execute it.
These are some thoughts and practical steps you can take to get your recognition champion aligned on recognition.
Many of us have worked solely from home during the pandemic. Organizational leaders are now working hard to get people back to the office and plant floors. And some organizations are trialling a hybrid approach of working so many days at work and the balance from home.
However, in all this array of work arrangements, one thing has emerged that was not expected. Employees missed seeing their senior and executive leaders. Nearly 30% of employees during recent focus groups at a healthcare organization suggested leadership presence as one way they could improve employee recognition. Sometimes, the absence of senior leaders has taken a negative toll.
What are you doing to address leaders who appear to be missing in action?
Not every organization has a leader or a leadership team that drives recognition initiatives.
Always aim for leader commitment and support for your recognition strategy and programs. It is essential to get their personal and emotional commitment and not just their buy in. The concept of “buy in” is so organizational driven, detached, financial focused, and transactional.
I will explain the seriousness behind getting your leaders to lead recognition in your organization.
Recently, my wife and I conducted a ten-week emotional resilience course for some members in our church congregation.
One of the weekly commitments that each of us worked on was keeping a daily gratitude journal. All we had to do was reflect on our day and write one or more things that we were thankful for on that day.
It certainly helped put a smile on our face at the end of each day. This was something totally in our control and cost nothing to put in place.
Imagine what leaders in your organization could do for employees if they thanked them better for everything they do. Here are some tips you can pass along to them.