One of the four criteria for the different
levels on our Recognition Maturity Model is the variable of consistency.
If there is one thing, I hear all the time
from recognition managers and program administrators; they hope to have more
people consistently recognizing employees. And they also speak of wanting
greater consistency of recognition across all areas of the organization, be
that by departments or geographic locations.
Consistency is so important that is even
one criterion on our Recognition Maturity Model, which you can learn more about
But what do we mean by giving consistent
recognition? How can you make this happen across your organization?
Here we are with another New Year and I want to
share with you the Top 10 Posts for 2019.
I will reflect along with you on why perhaps you and many other readers read these more than other posts that didn’t quite make the top rankings.
In tenth position was the post How to Help a Leader Who’s Not a Good Recognizer. Obviously, this leadership focused article resonated with many of you who need some ideas and help with coaching the challenged leader to become a better recognizer of peers and staff.
Leaders are not always in their position for
their people skills—although they certainly help—and for that reason
they often have more left-brain, executive functioning and logical skills.
Some, not all, need a helping hand to get the people skills down and realize
how important recognition is to the people that work for them.
Most organizations have some formal award
programs going on. But few organizations set objectives for what they want to
achieve from conducting nomination submissions and planning awards events.
I didn’t expect this post to rank as high as it did. It seems many of you wanted to learn how they select Oscar awards winners so How Oscar Awards Nominations Are Selected came in at number eight. Recognition professionals are always looking to benchmark against best practices, so I hope you gain some insights from this post.
The Oscars always share the public limelight on
what people think an awards ceremony should look like. Understanding how the
award winners are selected might help you raise or lower your own
expectations on how you should determine your award recipients.
I think we’re hitting on soft skills here
and how they are not as easy as they seem. Giving meaningful feedback is
something all of us can become better at.
For those of you who haven’t created a written recognition strategy document yet, our sixth ranked post of A Quick and Easy Recognition Strategy to Get You Going should help you out. It is better to have a basic document in place to guide you along than not having a strategy at all.
Make sure you become more intentional and
strategic with your recognition practices and programs. This post’s ranking
probably reflects the need for an easy way to write up a recognition strategy.
The whole preparation and planning required to
make recognition programs successful is not something a lot of organizations do
well. Everyone wants to get more employees using their programs more
I am so glad my post on Why Being Specific Increases the Value of Recognition made it to third place. It validates for me that many of you see the importance and need for recognition specificity. Put this into practice and teach others to do the same and recognition will go a long way to becoming improved.
Recognition specificity is one of my favorite
topics around recognition giving. Intuitively, many of you know it is important
but just want to know how to do it better.
Second on the ranking list was the post on What Your Leaders Can Do to Lead Recognition. It tires many of you to fight the recognition battles alone. You need leaders to step up to the plate and make a strategic pitch for the cause of employee recognition.
A bit of a surprise for me was seeing this post
in number two position. But it paints a picture that we desperately need
leadership around employee recognition.
Be constantly learning the essential recognition
skills and behaviors to give meaningful recognition. Understand the importance
of your recognition programs and humanize your interaction with the programs to
better connect with and value your employees.
Happy New Year to everyone. Become a better real
recognition giver this year.
Recognition Reflection: What insights can you gain from the usage of your recognition programs over the past year?
Roy is no longer writing new content for this site (he has retired!), but you can subscribe to Engage2Excel’s blog as Engage2Excel will be taking Roy’s place writing about similar topics on employee recognition and retention, leadership and strategy.