What are the tiny changes you need to make to give better recognition more often to people?
In order to build recognition into your daily routines, you need to develop self-awareness for where recognition can happen. Then you need to develop the automatic habits of putting great recognition behaviors into practice.
This is not asking for tremendous leaps and bounds improvement. All you need to do is break down everything that goes into recognizing someone and then improve those steps by 1 percent. The tiniest margin of improvement added to incrementally will make a big difference.
Time to examine how you can make recognition a habit at your work every day. Dive in!
Most organizations have a formal award programs that are their pinnacle of excellence for all their employees to aspire to.
You might have these kinds of formal programs where you work, too. They’re often called by a prestigious leadership position the company wants to associate with the award. You’ll hear awards named the President’s Award, Chairman’s or CEO’s Award. Or they may go for a more branded name appeal such as Bravo Award, Excellence Award, or Pinnacle Award.
Both position title or brand named awards, are usually appended with various award categories the company wants people to focus on. They attach qualities or values like Leadership, Innovation, Customer Service, or Citizenship, etc. to the award name.
But for all the time, effort, and energy put into these formal award programs you are likely only awarding around 1% to 2% of your employee base. In larger organizations this percentage is even less.
What can you do to elevate the quality of your existing formal award programs?