People seem to want things smaller these days. We went from desktops to laptops. We moved from tablets to smartphones. Now we want smart wearables.
The same goes for education and learning. People moved from bite-size things you eat to bite-size things you view or read. We now apply this principle of “short and sweet,” to online learning and other resources for teaching people how to give meaningful and effective recognition.
This became clear to me when one of our clients wanted short and sweet content. Their communications team was engaged in providing managerial resources for learning and applying recognition practices and how to effectively use their online recognition programs.
I want to show you some short and sweet factors that were used to support this client’s initiatives along with some additional ideas.
training (ILT) has always been the mainstay for helping people to learn the
soft and hard skills that organizations need for many years.
In fact, I
recall how when I first started providing education and training on effective
employee recognition skills twenty years ago, that I was being asked to design
and develop 1 and 2-day training programs. These days you’re lucky to get
access to managers and leaders for even half a day.
But as Josh
Bersin, founder of Bersin by Deloitte and global research analyst says,
“learning in the flow of work is one of the most powerful levers available to
business leaders today.”
That is what
we should do with learning. Learning happens at work when the learner is
ready to learn.
What are some
new ways that managers and employees can learn to give better recognition to
When you think
education and training is the next steps to take with making real recognition
happen where you work, there are a few things to take into consideration first
before planning the training program.
In fact, if you
prepare yourself and the prospective learners properly, then they will better
learn how to give more meaningful and effective recognition to those they work
preparation also impacts those involved in designing and developing the
learning curriculum and planning the right methods of delivery.
Let’s get ready
to educate your employees about recognizing one another the right way.
training and education programs work very well. But now and then you get an
educational program, whether in-class, online, blended, or via one of the many
learning delivery methods, that ends up being a failure.
If you were
following the Kirkpatrick Model and the levels of training evaluation, you
might do a Level 3 evaluation to examine participant’s behaviors after the
training. You want to find out the degree participants are now actively
applying what they learned in the training sessions back on the job.
You conduct a
survey to find out what learning participants are doing or not doing with
giving employee recognition. Now you find out that a majority of the learners
are not doing much with the skills and principles they were taught.
What can you do
to correct this problem? How would you handle the fact that your recognition
recognition training was always a knee jerk reaction to low scores on
recognition related questions on the latest employee engagement survey results
when I first started speaking and training on recognition skills.
recognition training is much more planned and strategic as human resource
leaders and organizational development specialist have grown in awareness of
recognition’s role and realize a lot of us need skills training.
The good news is
that giving meaningful, memorable, and motivational recognition can be
learning how to give recognition has not always been at the forefront of most
organizations’ learning curriculum.
Your employees need to receive clear expectations from your leaders to take ownership for learning for how they can give more effective and meaningful recognition to everyone they work with.
You won’t be able to do this well on your own. But with solid leadership support you’ll be successful.
I had thought about personalization before especially when I think of how to recognize people. With learning about giving effective recognition skills, I can make assumptions about how personalization could work there too. But I had never thought about the term individualization with learning.
When thinking about designing great corporate learning curriculums, here’s what the late Peter Drucker once said, “Our most important education system is in the employee’s own organization.”
However, most organizations have not woken up to the fact they’re also an educational system besides whatever goods and services they produce.
Consider these factoids to give you a perspective:
The U.S. Bureau of Labor Statistics found that employers with fewer than 100 employees provided only 0.8 hour––that’s only 12 minutes of manager training per six-month period. And,
Organizations with 100-500 employees provided only 0.9 hour (6 minutes) of training for the same time span.
Further, a survey by Progressive Business Publications found only 52% of companies trained their managers once a year or less.
Designing a learning curriculum that will teach people to give meaningful and effective recognition to everyone they work with, looks to be a daunting task. What can you do to change these poor numbers and make recognition a driving force in your organization? (more…)
Have you tried to train your people on how to give better recognition and it didn’t work? Were you able to measure the transfer of learning back to the job? What was the business impact of the recognition education delivered? Have employees reported improved recognition?
There are many reasons why educating and training managers and employees on recognition giving can fail. Authors and education experts, Tim Mooney and Robert O. Brinkerhoff, suggest bold actions for achieving business results in their book, Courageous Training. They provide a useful list of eleven possible causes for training failure.
I will unpack each one of these causes and then discuss how it relates specifically to employee recognition training. I want you to overcome the typical problems associated with training people effective recognition skills. (more…)
Lots of companies think their recognition programs are the very best. Many that I have seen are truly pretty amazing and exemplary. A few think of themselves a little better than they really are. But at least they’re trying.
Since judging the best practices nominations submitted to Recognition Professionals International for the past 11-years, I have seen the overview of nearly a hundred or so recognition programs. Based on the criteria that I had a hand in developing, the other judges and I score each nomination, and also provide helpful, written feedback on their programs.
Often, those who submit their nomination the first time receive a best in class award covering a few of the seven best practice standards. They usually act on the judges’ feedback and resubmit the following year. If companies carry out the recommendations that judges suggested they typically raise the bar and can merit earning the best practices overall award.
How good do you think your recognition programs are? If you submitted a best practices award nomination for your company, would you measure up?
Take a look at RPI’s seven best practice standards below and assess where you think you would stack up on a seven or 10 point scale. (more…)