What Do You Work On First With Employee Recognition?

Lucky you! 

You are responsible for employee recognition in your organization. Whether that is a full-time position or a part-time add on to your other responsibilities, it’s hard to know exactly where to start. 

Recognition Professionals International advocates a holistic approach looking at seven best practice standards:

1.   Recognition Strategy

2.   Management Responsibility

3.   Program Measurement

4.   Communication Plan

5.   Recognition Training

6.   Events and Celebrations

7.   Program Change and Flexibility

Most of the standards above imply recognition programs.

But do you work on recognition programs first? Is there anything else you need to concentrate on? Let me propose another area to think about first.

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Why You Have to Get Recognition Programs Right

There will always be horror stories around recognition programs if you don’t start off on the right foot. 

And the irony of it all is the challenges most often come with the misnomer of calling these problematic programs “recognition programs”. Problems with errant programs usually lies when using rewards, be they tangible merchandise, cash, or near cash rewards.

So, get recognition programs right so there is equity and fairness with non-monetary and intangible recognition and tangible and monetary rewards accompanying these recognition programs.

There is also a need for authenticity and inclusiveness with the expressions of recognition given to people through your programs, whether this is by text, spoken word, or video. Recognition must be genuine and sincere in both intent and how it is communicated to a person. We should give regard to all employees who contribute day in and day out and not focus solely on the rising stars whose performance always exceeds the standards of most employees.

Recognition is for everyone.

You must make sure you get your recognition programs right.

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Why You Should Strategize Your Recognition Practices First!

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…)

Why Recognition Messaging Is So Important

Do your employees know the difference between recognition and rewards? Are managers and supervisors consistently praising and recognizing their direct reports for doing good work on a regular basis? Is peer-to-peer recognition happening through your social recognition newsfeed and face-to-face?

If you had a “no” to any one of those questions, you likely need to send out recognition messaging more often.

It might well be time to communicate what recognition is and why it is so important. You may need to tell everyone how easily they can recognize one another. Show them how to give meaningful and effective recognition.

I have written before about the importance of creating a Recognition Communications Calendar to support your recognition programs and practices. However, I was not as clear as I should have been, about what to include in your advanced communication planning.

You have to be strategic about the recognition messaging you want to convey throughout the company. Here are some quick thoughts to guide you. (more…)

How to Make Recognition Appeal to Different Employee Groups

It can be challenging to provide recognition that is meaningful across different employee groups and still be perceived as equitable and fair.

I will show you some strategic and structural ways in which you can plan to make recognition appeal to all employee groups.

Remember there is no perfect recognition system for all organizations. Recognition can never be a cookie cutter approach. But there is a recipe for having greater recognition success when dealing with different employee types and levels.

Use the following ingredients and directions for making recognition appeal to everyone. (more…)

5 Ways To Create Your Recognition Development Cycle®

Recognition Development Cycle

Figure 1: Recognition Development Cycle

Ever been mesmerized watching the rinse cycle on your washing machine? Okay, so it has been a long time for me when I was in a laundromat in Belgium. You already know the rinse cycle is that quick automatic cycle that rinses your clothes with clean water and then spins them as dry as possible.

I feel there is an important cycle you have to repeatedly spin your recognition through to make it as strategic as possible with your business. Once you have a Recognition Development Cycle created it will automatically drives recognition and helps you with achieving your business goals. (more…)

Are You Full of Good Intentions?

Make sure your recognition is fully intentional

A peer you only occasionally work with has just recognized you.

They acknowledged you for your actions last week with helping them assist with a need from major client account.

You’re questioning the genuineness of the recognition eCard you received in your inbox. It was one of the options available through the company’s online social recognition program.

In fact, you’re even wondering about their intention.

Do ever question what your intentions are when giving people recognition? (more…)