Tag Archives: Recognition Plan of Action

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How To Make Implementing Your Recognition Plan Easy To Do

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In my earlier life as a speech-language pathologist, I vividly recall an external consultant coming into the hospital I worked at analyzing our organizational challenges. We brainstormed and followed his facilitated methods to let some potential plans and goals unfold.

And so, our creative content on the flip chart sheets was all typed up and distributed to the attendees. That’s where they sat, so it seemed, for many months. I told our hospital’s CEO that there was a problem with this consultant’s work. They set nothing up for implementing the plans.

I recently finished helping a client’s organization team in drafting a recognition plan to address their gaps with recognition practices and recognition programs. I nicely printed everything up in a flow chart looking model.

I will not leave them alone with this document. I have prescribed a method for how to implement their recognition plan so they will achieve success.

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How Does Having a Recognition Strategy Really Make a Difference?

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Recently, I was conducting a webinar when the organization’s Chief Human Resources Officer asked me a candid question. They wanted to know what difference a recognition strategy having would have on their organization.

I answered this question live and off the top of my head from my experience to date. Now, I am going to spell out in greater detail the difference a recognition strategy will have for you and your organization.

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How To Write the Best Recognition Strategy – Part 3

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Develop Your Organization’s Recognition Plan of Action

You are getting really close to having not only a well-articulated recognition purpose and philosophy statement but also a solid recognition action plan to guide your organization on its recognition journey.

In the post How To Write the Best Recognition Strategy – Part 1, I explained the “Why” and need for a recognition strategy. 

Having a recognition action plan takes your recognition strategy beyond your organization’s purpose and beliefs for recognition. Now you have a complete strategy that will become a powerful tool for propelling recognition practices and programs and also driving your culture and helping to achieve your business strategy.

You’ll find more insights in How To Write the Best Recognition Strategy – Part 2 where I outline what you need with Creating a Recognition Purpose and Philosophy Statement.

Next comes your Recognition Plan. Your recognition plan is going to come from the gap analysis from your recognition assessment. A recognition assessment allows you to see on paper the strengths and weaknesses of your recognition practices, programs, policies, and procedures. 

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How To Divide and Conquer Your Recognition Strategy

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One challenge with any strategy development occurs after senior leaders have invested their time and energy in creating one. They just don’t give the same emphasis to implementing the strategy.

This happens for recognition strategies just as much as it does for business strategies.

A lot of work can go into creating a written recognition strategy and then it sits there. It’s a nice-looking document that does no good unless someone moves it into action.

Follow are suggestions for implementing your recognition strategy by dividing and conquering wherever you can.

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