Whenever leaders and owners of organizational recognition programs think about creating a recognition strategy they tend to think solely on their programs. However, for your recognition programs to be most effective, you need to focus first on getting recognition practices right.
Why should you strategize your recognition practices first and not your programs? How does this approach benefit your recognition programs? What are the short-term and long-term outcomes by taking this route?
Let’s take a look at recognition practices more closely and I will answer these questions and give my rationale for going in this direction. (more…)
You hear a lot about mindfulness these days.
Mindfulness is a therapeutic technique for creating a conscious awareness of being in the present moment.
Now, if you couple mindfulness with employee recognition, you will have a greater awareness of the things people are doing around you that merit being acknowledged and appreciated.
By creating more empathetic feelings toward the people you work with you can also show more caring concern for the positive and negative life events that affect them and their families.
You can become better at acknowledging and accepting your own thoughts and feelings, having an environmental awareness, all in a non-judgmental way.
It only takes a few things each day to keep a recognition focus. (more…)
There’s something special about the person who seems to exude recognition from their pores.
These are the people that seem to appreciate others so effortlessly and you always feel good to be around them.
They are often charismatic. No doubt they are “people” people. They tend to be more extroverted – but don’t worry if you’re not. Very observant individuals and they seem able to perceive how people are feeling.
Having heard hundreds of employees speak of how a certain manager or employee is great at recognizing them, it’s good to generalize on the common qualities they share.
So what is it that great recognizers do that other people ignore?
Follow these 5 practices for yourself so you can become a great recognizer where you work. (more…)
Imagine if simply witnessing other people receiving recognition could cause employees to stay working for your company longer and increase their loyalty and productivity.
I am going to refer to a scientific study that does not focus on employee recognition but has some interesting and practical significance for recognition giving.
I read this study a while ago from the University of British Columbia called Escaping Bullying: The Simultaneous Impact of Individual and Unit-Level Bullying on Turnover Intentions (Human Relations, July 2012 vol. 65 no. 7, 901-918).
This study obviously addresses the extreme opposite of such positive practices as employee recognition, and tackles the not so nice topic of bullying.
What the study found was when individuals not directly bullied themselves were witnesses (indirectly or directly) to others being bullied they were more likely to leave their workplace than those directly bullied.
Think about the implications this could have on positive behaviours of praise and recognition. (more…)