You find yourself stuck with finding the resources you need to help with your recognition plans.
Your organizational leaders want you to strategize how to make recognition a stronger tool to use within talent management and creating a positive employee experience. In the meantime, you must continue to manage the recognition programs, encourage managers to give recognition to employees they rarely see in person, and keep leaders informed of the ROI of employee recognition.
Why not team up with your organization or learning and development leaders and find out if your needs for recognition could become a goal for a team of emerging leaders?
This is exactly what happened to us when an organization approached a colleague and I about presenting our thoughts and strategy around employee recognition in the retail industry.
The following happened, and you can follow these steps as a playbook to implement where you work.
If you want people to give better quality recognition and to have people recognized more frequently than they are now, then you had better plan to transform recognition with a carefully thought out plan, now.
Your engagement surveys, pulse surveys, focus group feedback, and recognition program data will give you both the qualitative and quantitative read on the state of employee recognition in your organization.
Your job is to work with the leaders and managers in your organization to define and create the future of employee recognition. It’s time to plan out how you will achieve better recognition for 2021 in your organization.
A recognition strategy is a written document
that outlines the purpose, direction, goals, and plans, for you and your
organizational leaders to commit to doing, and make recognition giving a way of
life and not just a program.
However, according to the latest WorldatWork
2019 Trends in Employee Recognition Survey, only 49 percent of the surveyed
organizations have a written recognition strategy.
For that reason, I am helping you with how
to create a written one-page recognition strategy to ensure you have something
rather than nothing.
I love reading
the latest business books and business magazines that inspire me to think about
employee recognition in a fresh new way.
For example, in the September-October Harvard Business Review (HBR) there’s a great article on Put Your Purpose at the Core of Your Strategy by Thomas W. Malnight, professor at IMD, Ivy Buche, associate director, Business Transformation Initiative at IMD, and Charles Dhanaraj, a professor at Temple University.
Now, as you
would expect from HBR, these academics are addressing purpose as it relates to
business strategies. But I instantly saw the application of the principles in
this article towards creating a recognition strategy.
Years ago when I
was leading a church congregation I invited a member to meet with me to discuss
a matter involving their publicly disciplining some of our youth. Ironically,
this individual also wanted to meet with me to discuss a different
We met that
evening, and I allowed them to start with their subject first. Afterward I
dealt with the more sensitive subject I had on my agenda. I can only tell
you it didn’t go over very well. In fact, they didn’t talk to me
for several weeks after.
However, I can
tell you I learned a very important lesson from that experience. And that
is, never mix agendas.
If someone wants
to see you about something, let that be the sole purpose for the meeting. Don’t
add something you have on your mind to the meeting.
In a similar
vein, never mix agendas with your employee recognition strategy either. Stay
focused on creating a recognition strategy all by itself and add nothing else.
Typical steps for creating a business strategy require senior leadership team involvement, analysis of previous financial and operational goals and outcomes, and direction as far as the future state of where the company should be heading.
Having a written recognition strategy puts recognition practices and programs on the same level as a corporate business strategy.
But what if you don’t have the luxury to get senior leaders and a sampling of departmental or business unit leaders in the same room? If you can’t facilitate and collaborate with others to create a recognition strategy document, what should you do?
I will show you how to create a quick and easy recognition strategy with a basic structure and outline, along with some questions to ask yourself as a guide. Are you ready? (more…)
You all know the importance and wisdom of creating a written recognition strategy. WorldatWork states 55% of companies have a recognition strategy as of 2017. Of those with a written recognition strategy, 95% of them are aligned with the organizational strategy.
Many things hold companies back from producing such a working document.
Here’s what I have observed as the most common problems. And I will share some ideas with how to solve them. (more…)