How do you get leaders to be more aware of the importance of recognition and rewards?
Too often, recognition and rewards and the programs you have in place are not top of mind for many people. And when employees themselves are not on board with recognizing others, you know you’ve got a problem.
What does it take to raise the importance and value of recognition and rewards?
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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…)
As a judge for Recognition Professionals International (RPI) Best Practices Award I have had the opportunity to evaluate with my colleagues 72 individual company nominations.
Each nomination requires companies to prove to the judges how they have effectively demonstrated each of RPI’s seven best practice standards, i.e.
We score each submission on these standards and provide collective feedback for the owners of the programs to consider and incorporate into their programs and possibly future nominations.
With this perspective in mind let me address what makes a recognition program a success. (more…)
Many of you responsible for employee recognition in your organizations have a hard time getting full support and attention of your managers.
Some just don’t get it as far as understanding the importance of recognition in the eyes of their employees.
A few managers rose to their current position solely based upon expertise or technical competency and not for any people skill or emotional intelligence strengths.
Your job is to spark their interest in recognition when they are being bombarded with so many other priorities and distractions.
In reality, we tend to remember two kinds of events in life – major negative happenings and warm, positive activities.
Your goal should be to get managers excited about giving recognition and make it a warm and positive memory for them.
Learn from these four ways to raise the excitement level. (more…)