If you are a large enough organization to warrant having a Recognition Steering Committee, grab the chance to organize and manage one.
Following are some practical ideas for you to apply and implement when developing a recognition steering committee.
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Whether it is a strategy meeting, planning meeting, or procurement meeting, there is something special that happens when you have your executive champion present in the room with the rest of your recognition committee.
Managing, administering, monitoring, and planning the day-to-day aspects of recognition practices and programs, requires constant vigilance, self-discipline, and persistence on your part with supporting recognition throughout the organization.
The reason you periodically want a senior leader in a recognition strategy or steering committee meeting, is because they can help you align recognition with the business strategy and give you the vision of where they see recognition supporting organizational strategic initiatives.
Consider some of the following benefits of having a senior leader in your meetings.
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Yep. It’s that time again,
Some organizations will go all out. They’ll have their senior leaders serve up a pancake and sausage breakfast or other preferred food items. Perhaps the cafeteria has free items to offer employees that day which are paid for by the company. Others will encourage managers and supervisors to be vigilant in taking time out for coffee, doughnuts, and treats. Or perhaps everyone chips in to a potluck to share or brings a side dish for a company/department barbecue.
The first Friday of March is upon us. This Friday is considered one of those nationally declared calendar event days called National Employee Appreciation Day. It is not a day off work but one to remember the importance of appreciating employees and recognizing them for what they do.
What will you do in your organization for National Employee Appreciation Day?
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People are getting pretty excited and energetic lately about creating recognition strategies. And for that I am grateful.
Slowly, but surely, more and more business leaders are creating written recognition strategy documents that outline their ideal recognition practices, the recognition programs they feel they need, and an outline of their purpose for recognition, along with any philosophy and principles to guide everyone on giving effective and meaningful recognition.
What follows, of course, is the need for setting short-term and long-term objectives, and creating a plan to address strengths and areas requiring improvement with both recognition practices and recognition programs.
No company I have worked with so far, or had the pleasure of viewing their identified recognition best practices, is perfect at recognition. Every organization can stand to improve recognition in some way or another.
So we are going from the premise that you’ve already written up a recognition strategy document.
Now, what do you do first? (more…)