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.
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…)
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…)
The authors of the study essentially conducted a cost – benefits analysis of an attendance award program that was implemented in an industrial laundry plant. They concluded with a cautionary note on using award programs because of the unintended effects from of using rewards. (more…)
If you have tried in-line dancing and been successful, you will know the end result is synchronized poetry in motion. When drawing on outsourced providers for on-line administration and management of recognition programs you synchronize your operational resources with the ability to more consistently recognize your people. The by-product of using external technology driven recognition programs from vendors is immense when you add up the real operational costs and functional staff used to administer recognition in-house. (more…)