My RPI Update For You

I don’t know if the conference was directly planned around it or not, but the common theme that emerged from the plenary presentations at the 2018 Recognition Professionals International’s (RPI) annual conference in Nashville, Tennessee, was clearly – organizational culture.

David Sturt, from O.C. Tanner, and co-author of Appreciate: Celebrating People, Inspiring Greatness, began the conference discussing A Modern Framework for Building an Engaging Culture. A line David repeated a few times during his speech was, “culture is powerful.”He gave several examples from around the globe to prove his point. It was evident that the character and actions of a CEO and other leaders have a significant effect on culture.

He covered six elements of his model, namely, Purpose, Opportunity, Leadership, Wellbeing, Success, and, of course, Appreciation.  Here’s an interesting finding from David’s presentation. Their research found “31% of employees say their direct manager often takes credit for their work or ideas.”

I like how he reminded all of us “employee engagement is something that is chosen not driven.”You can’t make someone else engaged. You can only engage yourself. Everyone else helps to create an engaging environment.

First thing Tuesday morning, Chester Elton, from The Culture Works, woke us all up with his lively style highlighting findings from his recently released, co-written book, The Best Team Wins: The New Science of High Performance. Besides making a winning team, Chester shared how culture drives your brand. If you don’t get culture right recognition doesn’t happen. He told us if you want to make your day a little better, go and appreciate someone.

We can learn from everyone and Kimberly Huffman, Director of Organizational Development, from Dollar General proved that was the case. She focused her presentation on how they’ve worked on creating an employee experience to elevate employee engagement. Kimberly reminded us “the customer experience will never exceed the employee experience.”

If you live in North America, you’ve probably shopped at a TSC store some time in your life. Dennis Borchers, HR Communications Manager, from Tractor Supply Company, taught us powerful stories and examples of store associates who made a difference. Dennis made an interesting point when he said, “Every day is just as important as the extraordinary.”This was in response to the examples of two store associates. One would be deemed to have made a significant and repeated contribution. The other was an employee who exemplified outstanding customer service on one observed occasion. Both merited being recognized.

It is always good to associate with like-minded people at conferences like RPI. This is especially the case when you meet up and share ideas with recognition practitioners who work so hard to make recognition happen in their companies.

Reflective Question: How do you address your organization’s culture to drive recognition giving practices?

Is Your Culture Getting In The Way of Your Recognition?

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…)

How To Get the 3 Essential Factors for Recognition to Work

For over 30 years now research studies continue to show one of the highest reasons for leaving a place of employment is a lack of recognition for workplace contributions.

You can learn to solve the challenges in your organization’s approach to giving people effective recognition, by looking at The 3 Essential Factors for Recognition.

Understanding these factors will provide you with insights as to where your own organization is presently at in appreciating the work and worth of your employees and what you need to do next.

What are these factors? (more…)

Do You Really Maintain A Culture With Recognition?

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…)

Can You Give Employees Too Much Recognition?

It is amazing how often I get asked that question. “Can you give employees too much recognition?”

You have to be polite when responding, but I often wonder what their motive is for asking or what happened in a recent work experience to generate such a question.

Quite simply, the answer is “No”. (more…)

Getting In Line With On-Line Recognition Programs

Consider the benefits of using technology driven recognition programs

If you have tried in-line dancing and been successful, you will know the end result is synchronized poetry in motion. When drawing on outsourced providers for on-line administration and management of recognition programs you synchronize your operational resources with the ability to more consistently recognize your people. The by-product of using external technology driven recognition programs from vendors is immense when you add up the real operational costs and functional staff used to administer recognition in-house. (more…)

How to Create a Recognition Strategy – Part 3 of 4

Making a Recognition Plan - essential steps for implementation

Young beautiful female traveler standing on the street and looking at the map

Once an organization completes its purpose and philosophy statements, it should develop a clear, simple and effective Recognition Plan that spells out what will improve and what will happen with recognition this year and over the long-term with specific objectives. By doing so, recognition goes beyond stated purpose and beliefs and becomes a powerful tool in achieving business objectives.

A plan to support the developed recognition philosophy and purpose statements is best created following a full recognition assessment in order to review all existing recognition policies and procedures, as well as current practices and programs. (more…)

Stop Creating a “This” or “That” Culture

Seeing how the way you do things is all you really need

Group of paper doll holding hands. Teamwork concept papercraft. Orange dolls on black wooden background

Oh, yes, I got royally sucked into creating the culture of “this” or “that” game several years ago.

Back then I designed and regularly presented a workshop, which I called Making a Real Recognition Culture. I even wrote regularly about the topic whenever I was politely asked. No matter the format, the content was always well received and respected. (more…)

How to Create a Recognition Strategy – Part 2 of 4

Crafting Recognition Purpose and Philosophy Statements to get on the same page

"WHY?" Vector Overlapping Letters Icon

Few organizations know where to begin in crafting a written recognition strategy. Within our own work we have found one of the first steps in developing a solid recognition strategy is examining the purpose and philosophy components of recognition so everyone is on the same page about recognition. (more…)

How to Create a Recognition Strategy – Part 1 of 4

Aligning recognition with your business strategy and culture gets results

 

An image of a road to the horizon with text strategy

Of key importance to recognition programs is having a recognition strategy, a written statement of an organization’s philosophy and purpose for recognition, along with a strategic plan for integrating recognition practices and programs for reinforcing and supporting an organization’s business and people strategies as well as the organizational culture.

This four-part post will show the importance of the recognition strategy and how to create one, including how to develop and implement an effective recognition plan. (more…)