And if you want to help leaders and staff learn how to give better recognition to one another, you just might have to change with those times. Especially when this comes to learning recognition skills.
According to a Quantum Workplace survey conducted in June 2021, there were 30 percent of employees who considered themselves hybrid employees—working from home and sometimes in the workplace. From this same survey, 35 percent of respondents reported working remotely.
How do these workplace challenges impact how to teach recognition skills? What should you be mindful of in these changing times?
Administrative Professional’s Day falls on the same Wednesday of the last full week of April every year.
Long gone are the days when this day was known simply as National Secretaries Day. For never the right reasons, secretaries seemed to be perceived “lesser-than” because of that title. It seemed they only typed and answered the telephone.
Now they have risen in profile and respect by their new title of office and administrative professional.
But how should leaders show their appreciation for their administrative professional?
Giving meaningful and developmental feedback is one of the most effective tools to help people learn how to do things the right way.
And this applies to learning how to give Real Recognition™ the right way, too.
In this post, I will share some essential knowledge gleaned from research that will give you practical insights and principles to use feedback properly. I’ll share what the purpose of feedback should be, how timing plays a role, the effects of feedback and the responses to expect from learners.
Rarely are we taught how to give effective and meaningful feedback.
Take a deeper dive on how continuous feedback helps people learn how to give better recognition the right way.
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?
People seem to want things smaller these days. We went from desktops to laptops. We moved from tablets to smartphones. Now we want smart wearables.
The same goes for education and learning. People moved from bite-size things you eat to bite-size things you view or read. We now apply this principle of “short and sweet,” to online learning and other resources for teaching people how to give meaningful and effective recognition.
This became clear to me when one of our clients wanted short and sweet content. Their communications team was engaged in providing managerial resources for learning and applying recognition practices and how to effectively use their online recognition programs.
I want to show you some short and sweet factors that were used to support this client’s initiatives along with some additional ideas.
A few years ago, some managers at a particular
company reached out to a Rideau colleague of mine and me to have a telephone
meeting with them. These were young leaders in the making and were part of this
company’s emerging leaders’ program. They wanted to learn more about
employee recognition and specifically about our recognition programs at Rideau.
Later, we were invited to attend an
on-site meeting at the company head office. There we connected with these
managers and their peers from across North America, both face-to-face and
While they were from various departments and
held a variety of positions within the company, it was fascinating seeing
the light go on for them, and their asking thought-provoking questions
about employee recognition.
Their emerging leader program project required
them to seek insights on best practices, creating a recognition strategy, and
what programs would work best for their managers and employees.
Wouldn’t it be wonderful if every organization
desired to develop their managers through an emerging recognition
Senior leaders are a powerful force for driving recognition giving across the organization. Their attitudes and, hopefully, exemplary practices, become a beacon and benchmark for others to follow–whether good or bad.
Here are three ideas to explore with your leaders to help you elevate recognition in the eyes of all employees. (more…)