Tag Archives: Recognition Training

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New Ways To Learn How To Give Recognition

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Instructor led 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 others?

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What It Takes To Teach People How To Give Wonderful Recognition

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Too many people are not getting the recognition they deserve.

And the reason they are not receiving recognition where you work is because the people they report to, and those they work with don’t know how to express recognition to them.

This very fact motivated me to leave the healthcare field and begin a career in teaching people how to give meaningful and effective praise and recognition to those they work with.

Here’s what I have learned on what it takes to teach others to be real recognition givers.

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How To Get Ready To Educate People About Giving Recognition

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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 with.

Prior 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.

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What Should You Do If Your Recognition Education Fails?

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Most corporate 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 education failed?

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Show People How to Give Recognition the Right Way

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Historically, 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.

These days 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 learned.

However, learning how to give recognition has not always been at the forefront of most organizations’ learning curriculum.

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Helping Employees Learn To Give Recognition Their Way

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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.

For this insight I am grateful to Sharlyn Lauby from HR Bartender for defining these two terms as they relate to training and learning.

Look and see how you can put these concepts into practice to make learning recognition easier and more practical for your employees. (more…)

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How To Improve Recognition With A Great Learning Curriculum

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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…)

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Why Your Recognition Training Is Likely Failing

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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…)

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How Good Is Your Recognition Program Anyway?

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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…)

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When Leaders Have a Hard Time Giving Recognition

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Not everyone is born a naturally gifted recognizer of people. Which means you’re guaranteed to have some leaders who aren’t great at giving recognition either.

You may be called upon to help these leaders. Or you may take on a personal interest in helping them to recognize staff better and make a positive difference.

One of your goals will be how to get your leaders actively using your recognition programs. But before that can happen, they need to be actively doing essential recognition practices on a regular basis. (more…)