sure how you did with learning a foreign language at high school, if you needed
to do that. When I was trying to learn French growing up in England, it was a
matter of rote grammar drills, writing out the different verb tenses, and very
little conversational practice.
I cannot speak French today so can never claim to be fluent.
I also spent two years in my early twenties living in Belgium and
gained some Flemish language skills. However, upon returning to Canada and many
years absent with speaking Flemish, I have found out that if you don’t use a language, you lose it.
That’s why being fluent with the data gleaned from your recognition programs is such a necessary skill for you as a recognition manager or program administrator. If you don’t use it you’ll lose it.
There’s too much reliance upon recognition program data and engagement survey results as the source for trying to make recognition better.
All these metrics do is tell you what happened with recognition a month ago, six-months, or a year back. We don’t do a very good job with this hindsight learning. And we rarely stop to ask ourselves questions about these measurements. Nor do we plan well and take action on the data we collect.
These “output” oriented metrics are easy to measure. If you use a recognition program this is noted and recorded. Check. For engagement surveys, you answer each question using a Likert scale response, such as I feel valued and appreciated for the work I do at that particular point in time. Strongly agree.
When was that again? The program I used last month and the last engagement survey was 8 months ago. Measures like this are referred to as lagging indicators because they lag behind the occurrence of the recognition experience. A problem with lagging indicators is they are hard to improve upon or influence because they are in the past.
Let’s stop looking at retroactive memories of what caused someone to be recognized. My suggestion for improving recognition is to ask what happens before every recognition experience? Think about it.
Are you ready to see what you can do to improve the frequency of recognition being given to everyone where you work? (more…)