What happens when your organization doesn’t even have a purpose for recognition? Why should you have a written mission statement for recognition?
That’s the dilemma one of your fellow subscribers submitted. For them, their biggest struggle is not having a formal company mission regarding recognition.
Too often, the focus for many organizations with recognition is limited to recognition programs. Recognition programs should be viewed as simply a tool to help people practice the more important, day-to-day practice of recognition giving.
That’s why your purpose for recognition should always include recognition practices as well as your recognition programs.
How can you create a recognition mission statement? (more…)
Many factors affect the success of implementing the practice of giving effective and meaningful employee recognition where you work.
Your organizational culture is just one of those factors but it’s often ignored.
Organizational culture is the shared values and beliefs that inform and govern how people behave in an organization. It influences how people act at work and do their jobs.
The successful use of your recognition and reward programs is directly impacted by the strength and positive perception of your company’s culture.
That’s why you must ask yourself: Is our organizational culture contributing towards making recognition giving a way of life?
Or, perhaps your culture is getting in the way of recognition. (more…)
I have written before about stopping people from creating a “this or that” culture.
In fact, in the early stages of my career, I used to deliver a course called “Making A Real Recognition® Culture”.
Now I refute this belief I once stated.
You only need one culture.
Your culture is your company’s purpose, vision and values. It is the explicit way you do things where you work. It’s the common set of beliefs and appropriate behaviors everyone strives to follow.
You don’t need a culture of engagement, a culture of trust, a culture of collaboration, or a culture of growth, innovation, or change, for that matter.
You shouldn’t even have a recognition culture.
What you need is your very own culture – whatever it is you and your organization stand for.
But the question asked is whether recognition will help you maintain your organizational culture. (more…)
People love to win!
Recognition used the right way can help you do just that. Win.
In this case we are talking about winning your business strategy.
Few organizations get recognition aligned with their planned business goals or focused on achieving their well-crafted strategic initiatives.
Which is why I want to share and apply the wisdom of Peter F. Drucker from his work on The Five Most Important Questions. These are considered essential questions based upon Peter Drucker’s theories of management. (more…)