Holding people accountable for giving effective and meaningful recognition brings together something good—recognition—with something uncomfortable, like, accountability.
It takes courage to deal with the conflict of holding people accountable. And courage is exactly what good management requires.
Follow these accountability steps to move the dial on recognition giving.
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It’s just as important to acknowledge the teams you work with, as it is to give individuals the recognition they deserve.
But, somehow, because of human nature, and sometimes a lack of proper management, you can end up with team dynamics that impede feeling good about team recognition.
For example, team members often ask the questions, “What if one team member doesn’t pull their weight on a work project and yet their included in the team recognition?”
It seems many issues crop up with team-based recognition. What are you supposed to do? How can you give people on teams proper recognition?
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Being unable to get their company’s managers to consistently and correctly use their online recognition programs often frustrates most owners and managers of employee recognition programs.
Yet, there’s an interesting irony to this problem when you ask yourself, how often have we involved managers in the design of our recognition programs? We can eliminate many of our problems if make our programs more manager and employee-centric and give them a positive user experience. (more…)
Does your CHRO or HR Manager seem overwhelmed?
Human Resources leaders are getting fatigued with all that is on their plates right now. They tend to get bogged down with all the administrative details versus the strategic work they want to do.
They’re expected to keep the talent acquisition pipeline filled, increase the engagement level of all employees, have the most attractive benefits and compensation packages, keep up with diversity and inclusion, and ensure everyone’ productive and performing well.
Where should HR prioritize?
HR needs to focus on the people side of the company and all actions that will add value to the business.
There is one tool, however, that will help you with both these areas.
It goes across all the functional responsibilities HR has to handle.
Are you ready? (more…)
I love the work of Robert “Bob” Mager with his framework for preparing learning objectives, and criterion-referenced instruction (CRI), and for his work on dealing with performance problems.
If you haven’t already read his book “Analyzing Performance Problems” and the included process flow, you should. It is a valuable tool to invest in for figuring out why people aren’t doing what you think they should be doing.
According to Mager, there are potentially seven reasons why people drop the ball on performance results. I continue to see these seven reasons highlighted in my work with employee recognition, let alone why things don’t get done at home, or even within my community and church responsibilities.
Let’s take a closer look at these seven reasons. (more…)