Here’s a scary reality from the latest trends in Human Resources. First off is that 53 percent of HR professionals have seen an increase in turnover in the past year. That sounds like it might be a lot of people!
Already in America the number of monthly resignations is near all-time highs.
Other research suggests 40 percent of workers are planning to leave their jobs in the next year. The media is calling it the Great Resignation.
Which means those of us in the recognition profession need to support leaders in retaining and motivating our fellow workers. Here are some ways to get in gear for recognition in 2022.
You can choose your friends, but you can’t choose your family. And sometimes, family and the significant others in our lives play an enormous impact on how we perform on the job.
One of the underlying needs of living the value of respect, is understanding what your employees are going through at home with significant others and immediate or extended family. Grasping the importance of this is in a person’s life can help lessen the negative factors and enhance the neat things happening positively.
Let’s see how learning about an employee’s family, significant others… even pets, can help you support your employees and give better praise and recognition.
In your role, as a leader or administrator of employee recognition programs and practices, you will often find yourself having to convince, and influence leaders, on recognition programs, budgets, and strategizing recognition.
Human resource leaders, as well as recognition professionals, have not necessarily helped the recognition cause along the way.
For too long, recognition professionals have been relegated to the position of party planners and balloon-blower-uppers, which instilled a negative perception of our role. Senior leaders often see recognition as just trinkets and trash, primarily because of the limited budgets they’ve allocated to recognition, which limits what is available for you to spend. Then there’s the persistent argument, that career milestone recognition is a waste of money because these programs don’t move performance and there’s no ROI from them.
How can you overcome these negative stereotypes? What can you do to convince your senior leaders otherwise? (more…)
Getting managers to consistently give meaning, memorable, and motivational recognition is going to take time and a desire for them to want to improve.
Leave those managers alone who say they don’t want to change. For them, it is a matter of looking at their engagement, performance, and retention results. Then their manager can hold them accountable for having to improve when their performance reviews are conducted.
Your time can be better spent helping those who want to improve and show them how to become better recognizers. (more…)
A whole year has gone by and it’s March 1st again. I want to wish you a happy World Compliment Day.
Our friend, Hans Poortvliet, from the Netherlands, helped create this special day. He wanted to build awareness of the importance of complimenting people. That was 16 years ago when he started National Compliment Day. Now, the concept has spread so fast it has become an international event just a few years later.
A compliment, according to the Oxford Dictionary, is simply “a polite expression of praise or admiration.”
In the ever-evolving nature of the modern workplace, you can have far less face-to-face encounters with your staff and peers than you would like to. This makes giving personal and meaningful recognition a little more challenging.
Employee recognition is a felt phenomenon to begin with, so it must be given with feeling.
I was recently asked how could we emote better in our dialogue and written feedback with people?
I will examine these two areas of verbal and written communication and share my recommendations. (more…)