I think it is very important to be more strategic about recognition where you work. You must clearly know the purpose of each of your recognition programs.
Only then will you know when your recognition programs are effective or not.
Take the following approach seriously for a fresh look at your recognition program effectiveness
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You are getting really close to having not only a well-articulated recognition purpose and philosophy statement but also a solid recognition action plan to guide your organization on its recognition journey.
In the post How To Write the Best Recognition Strategy – Part 1, I explained the “Why” and need for a recognition strategy.
Having a recognition action plan takes your recognition strategy beyond your organization’s purpose and beliefs for recognition. Now you have a complete strategy that will become a powerful tool for propelling recognition practices and programs and also driving your culture and helping to achieve your business strategy.
You’ll find more insights in How To Write the Best Recognition Strategy – Part 2 where I outline what you need with Creating a Recognition Purpose and Philosophy Statement.
Next comes your Recognition Plan. Your recognition plan is going to come from the gap analysis from your recognition assessment. A recognition assessment allows you to see on paper the strengths and weaknesses of your recognition practices, programs, policies, and procedures.
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What exactly is a recognition strategy?
When you search out Recognition Professionals International’s (RPI) seven best practices standards you’ll learn that their first standard is Recognition Strategy.
RPI defines a Recognition Strategy as a written strategy statement and plan with specific program objectives, with recognition aligned to the organization’s culture (i.e. vision, mission and values) and the business strategy and objectives. They use a three-dimensional recognition approach of formal, informal and day-to-day recognition practices. This Recognition Strategy document typically outlines the procedures and processes used and the program delivery methods for the various types of recognition adopted.
My definition of a recognition strategy includes a few more features that help make your recognition strategy a working, actionable tool.
Let’s dive in to learn more.
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One challenge with any strategy development occurs after senior leaders have invested their time and energy in creating one. They just don’t give the same emphasis to implementing the strategy.
This happens for recognition strategies just as much as it does for business strategies.
A lot of work can go into creating a written recognition strategy and then it sits there. It’s a nice-looking document that does no good unless someone moves it into action.
Follow are suggestions for implementing your recognition strategy by dividing and conquering wherever you can.
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You are probably in the midst of creating your goals and plans for your recognition programs and practices for next year.
Likely, you will need to submit your goals and plan to a senior leader you report to for endorsement before ploughing ahead.
Make sure you include the following suggestions as you strategize your recognition plans. (more…)