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…)
No matter where in the world I have been and asked to conduct a Recognition Strategy session – whether in Columbus, Ohio or Mumbai, India – the end product has always been amazement at the simplicity and depth of what the people in the room just created.
What is a recognition strategy?
It is a written declaration of what leaders in an organization believe recognition really is and what it means to them. It also shares why they intend to practice recognition giving for the benefit of employees, for their customers and even for their shareholders.
Going into these sessions everyone involved always thinks they know exactly what recognition is.
Surprise! Not so. It often takes a little bit of education first to differentiate between rewards and recognition before we can proceed.
So, what must you absolutely have in order to create a well-crafted Recognition Strategy?
There are actually three things that you must have in a Recognition Strategy: (more…)
Recognition can help any company achieve their business goals.
I know giving people recognition is not the only thing that elevates performance results, customer satisfaction scores, and profits. However, I do know that recognition is a powerful driver, which can assist with producing the business success you are looking for. (more…)