4 Ways Strategically Designed Recognition Programs Are So Amazing

The recognition and reward industry are a mix of similar goods, technology, and services, in contrast with newer players who tend to provide more of a “plug-and-play” program offering.

Plug-and-play recognition and reward programs tend to focus more on the offering of rewards than they do recognition. And with this software as a service, stand-alone programs, clients typically manage their own programs.

The question you have to ask yourself is whether you want a “quick-and-ready” approach. If you want to lead out with recognition and use rewards wisely you might want to think about creating a strategically designed recognition approach instead.

If you are going to compare you have to compare all the way. Is the vendor simply a provider or are they willing to be a reputable partner dedicated to maximizing the employee experience?

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4 Important Reasons Why Recognition Comes Before Rewards

When you think strategically about recognition and rewards or with trying to implement them, do you have a logical order in how you think about them or practice them?

Yes, I have a bias in that I am foremost a recognition strategist before thinking about rewards. But I completely understand the place for rewards and know the value they play in both recognition and reward strategies.

However, I think there is a psychological and practical reason for prioritizing recognition before rewards.

Consider the following reasons.

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Sure Fire Ways To Get Leaders On Board with Recognition

Some leaders get it and some don’t. There are those who have strong people skills and understand the value of giving recognition well. Then are the others who question the purpose of recognition and the expense associated with it.

How can you guarantee getting leadership support and their personal commitment to making recognition happen?

Think about the following ten steps before heading into a meeting with a leader or your senior leadership team. (more…)

Why Recognizing Employees For Going Above and Beyond Is a Good Thing

When employees go above and beyond in the workplace it stands out.

It’s noticeable. Exceptional. And it should be celebrated.

That is why managers need to understand the importance of recognizing employees for going above and beyond.

Why should you establish an above and beyond category to your existing recognition award programs? What are the benefits of doing so? (more…)

Use Your Recognition Programs the Right Way, Right Now!

Being unable to get their company’s managers to consistently and correctly use their online recognition programs often frustrates most owners and managers of employee recognition programs.

Yet, there’s an interesting irony to this problem when you ask yourself, how often have we involved managers in the design of our recognition programs? We can eliminate many of our problems if make our programs more manager and employee-centric and give them a positive user experience. (more…)

How To Get Amazing, Everyday Recognition Happening in 3 Easy Steps

Many of the attendees at my breakout session at the recent Human Resource Professionals Association were committed to wanting to improve employee recognition practices and their recognition programs where they worked.

One person submitted a question to me asking, “What would be the first 3 steps to take to start with Real Recognition?”

I am going to outline the three steps I would recommend you start with to make everyday, recognition – and specifically Real Recognition® – happen throughout your organization.

These steps are only easy if you commit to asking the hard questions of one another, being vulnerable enough to hear people’s responses, and then having the courage to act upon them. (more…)

Why Learning About Recognition Needs To Be More Strategic

Learning about effective employee recognition practices and skills requires developing clear, behaviourally focused learning objectives.

But I find there is a problem in most organizations. When I ask how much focus is given to recognition practices in their leadership or management development curriculum the answer is often zilch.

Or at best they talk about recognition and motivation at the 30,000 feet level with no practical skills, know-how, or insights on how to get better at giving recognition.

Yet these organizational leaders are concerned when employee engagement survey results reveal poor, or at least below average, employee perceptions of the recognition given. (more…)

How To Strategize Your Recognition Resources

I believe every client I have worked with sincerely want to get real recognition happening the right way wherever their people work.

They also know, that in order for the right recognition practices to take place and their recognition programs to be used most effectively they have to, (1) build awareness of the importance of recognition, and (2) educate and show people how to get recognition right.

One way to do this is to provide a manager recognition resource section on your recognition website. This provides a forum to inform, educate and inspire managers on the art and practice of giving real recognition.

And it requires a strategic structure to make your manager recognition resource section the best.

Here are 10 ideas to guide you with designing your manager recognition resource webpages. (more…)

How To Solve HR’s Multi-Faceted Problems With Recognition

Does your CHRO or HR Manager seem overwhelmed?

Human Resources leaders are getting fatigued with all that is on their plates right now. They tend to get bogged down with all the administrative details versus the strategic work they want to do.

They’re expected to keep the talent acquisition pipeline filled, increase the engagement level of all employees, have the most attractive benefits and compensation packages, keep up with diversity and inclusion, and ensure everyone’ productive and performing well.

Where should HR prioritize?

HR needs to focus on the people side of the company and all actions that will add value to the business.

There is one tool, however, that will help you with both these areas.

It goes across all the functional responsibilities HR has to handle.

Are you ready? (more…)

7 Simple Ways Leaders Can Improve Recognition

You meet Keira, your new boss, in the hallway at work. You now report to her about your responsibilities in administering the company’s employee recognition programs.

She’s a good leader and heads compensation and benefits. But employee recognition is new to her. She’s only just been assigned the recognition portfolio.

You know her qualities and feel you will work well with her. You feel her intentions are solid and sincere towards recognition.

As she converses with you she asks you what your expectations are of her as your new leader. And she also asks you how senior leaders as a whole could help improve recognition throughout the company.

How would you answer this leader? What ideas come to your mind?

Consider the following 7 simple ways that recognition practitioners have recommended to their leaders and shared with me in the last several months. (more…)