How To Get More People Using Your Recognition Programs More Often

Like any tool, recognition programs are only as good as the people that use them. 

And therein lies the problem. It isn’t the programs per se, it’s the people. That’s why it is essential that you create a people strategy to use your programs better, besides having a recognition program strategy. 

Look at the following areas of direction you may need to take.

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5 Ways To Get Your Leader’s Support For Your Recognition Strategy

One issue impeding recognition managers from initiating a recognition strategy is having the full support of their senior leadership.

Before undertaking the creation of a written recognition strategy and plan, you must operate with the full blessing of the leader you report to. Your leader knows all that is going on in the organization. They can tell you some of the direction happening. They will know what to beware of, or at least to be mindful of.

So, let me give you five ways to get your leader’s support for your recognition strategy.

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Does Having a Written Recognition Strategy Really Make Any Difference?

Apparently, some people question the need for a written recognition strategy. These are some things individuals responsible for recognition ask.

  • What benefit does an organization have with a recognition strategy over other organizations that don’t have one?
  • How does a recognition strategy really help me?
  • Does having a recognition strategy make any difference? 

Sure, you can live without having a recognition strategy. But I will always strongly endorse the need for having one. Following are my reasons why.

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Principles of Learning That Will Help People Retain Recognition Skills

Giving meaningful recognition is all about learning the science behind recognition and mastering the art of practicing this important soft skill. 

A soft skill includes all the attributes and personality traits that help employees positively interact with others and achieve success at work. Recognition is just one of those soft skills to develop. 

What learning principles will help enhance retention of the skills needed to give effective recognition to employees? Let’s take a look at some of them.

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What To Do When Leaders Want to Cut Your Recognition Budget

Maybe you’ve already gone through a budget cut. If not, it might still happen. And then again, if you’re lucky, hopefully you’ll never have to experience one. 

Recognition programs, like education and training, and other areas perceived as “soft” things, are easy targets to cut.

How can you handle these budget cutting situations when they happen? What helpful advice can help you? 

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Your One-Year Goal Will Guide Everything You Do With Recognition

There are various stages you pass through when using our recognition strategy approach. First, is crafting of a fitting recognition purpose and philosophy statement that is just right for your organization. 

Then comes the identifying of the areas you have to focus on following a recognition assessment. All organizations have strengths and weaknesses. Know where to need to focus your energies to improve recognition practices and programs really helps. 

But before you identify those focus points, there is one important thing you have to do. You need to declare what your overall guiding objective is to improve the quality of recognition for the year ahead. 

Having articulated what this goal is will help your organizational leaders know what you should all be shooting for. And it helps you personally with an additional criterion point to use in making decisions. 

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Don’t Forget to Repeat the Recognition One More Time

This is such an important recognition practice to get a handle on.

Neglect doing it at your own risk. Otherwise, you’ll lose out on your recognition of ever being memorable, meaningful, and motivational. 

What am I talking about? It’s my recommendation that you repeat your recognition one more time whenever necessary. I’ll explain the first time I heard of the problem.

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Tell Me Something New You Have Learned About Giving Recognition

One of the great lessons you can learn as a recognition leader is finding out what other people have learned themselves after recognizing others. 

You can gain this through a self-reflection exercise after employees have learned how to give recognition. Have them write notes in a journal or record them online. Teach employees how to give memorable and meaningful recognition. Then they need to put those skills into practice back at on the job. Follow up with them a month later. You find out how they did and what they discovered.

Ask learners what they achieved with their recognition goal. Ask them to relay exactly what they learned from doing the exercise, too. 

Here are some insights gleaned from some of these self-reflective ponderings I have collected. 

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What a Difference Leaders Make To Your Recognition Program Success

Your leadership team, and whoever your direct executive sponsor is, can really impact the success of your recognition programs.

For example, nearly one-quarter of respondents on a Gallup survey said the most memorable recognition comes from a high-level leader or CEO. Imagine what leaders could do if they encouraged everyone to get on board with using their organization’s recognition programs. 

In a survey I conducted across the United States and Canada of managers in the public sector, they shared how participation of senior leaders was an important aspect of delivering effective employee recognition. 

Examine your own organization and evaluate how leadership involvement with employee recognition plays out. 

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How To Make Your Recognition More Visible in the Hybrid Workplace

We live in a new work world that is more divided than ever before.

Some of us work in the office, on the plant floor, or out in the field. And then there are others who remain or alternate with, working from home. 

When was the last time you saw or heard a colleague being recognized? Is recognition front a centre in your organization? Are celebrations visible or hidden from view? 

Take stock and see if you can better accommodate the needs of employees in a hybrid workforce. Learn to make recognition more visible to everyone. 

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