They define an axiom as “a self-evident truth that requires no proof” in certain contexts (“your employees are your greatest asset; treat them that way.”)
They define a maxim as a wise saying (“pick a job you love, and you will never work a day in your life.”)
You can teach volumes with just a few words to get your recognition message across to people. And sometimes that is exactly what you need to teach people how to give Real Recognition™ the right way wherever they work.
Consider the following two business axioms and maxims.
For some people expressing appreciation and recognizing peers comes naturally. But there are a few people where telling others positive things about their actions is both awkward and an uncomfortable experience.
Teaching your employees how to give meaningful and effective recognition might take a longer time for some of your staff.
It is hard to teach everyone how to give meaningful and effective recognition to one another, no matter the size of the organization you work for.
That’s why you need to enlist an army of people to aid you.
Dictionary.com explains that the more helpers you have available to you then the task will be easier. The proverb “many hands make light work” was reportedly first recorded in English in the early 1300s in a knightly romance known as Sir Bevis of Hampton. However, John Heywood, a 16th century writer known for his plays, poems, and collection of proverbs, is most often attributed as the originator of this proverb.
What can you do to teach other to help you teach people in your organization how to give amazing recognition to one another?
companies launch recognition programs and they don’t exactly light up the sky
and shine, as they should.
For a variety of
reasons you might not have gotten the engagement and traction you thought you
would when you designed and developed your organization’s recognition program.
You thought you got everyone’s input and their buy in, and
foundational things can stop recognition program engagement whether it’s access
to technology, the nature of the work of most employees, or simply a
lack of respect thinking employee recognition is unimportant.
But let’s look
at what needs to be in place to engage your managers and employees with your
employee recognition programs.
It was Alexander Pope who penned the phrase, “to err is human; to forgive, divine.” But it can be very hard on employees when a senior leader or manager botches up their personal recognition experience.
You’re often left to pick up the pieces, make amends, placate upset employees, or otherwise fix the recognition mistake that the leader made. You can’t always correct a leader right away.
What can you as a recognition manager or practitioner do to prevent any further recognition mess-ups? (more…)
In the near recent past, the top down delivery of recognition perpetuated the perceived need for only managers to receive education and training on recognition skills.
However, with the increasing demand for peer-to-peer recognition, use of social recognition programs, and flat organizational structures, everyone deserves to learn how to give meaningful and effective recognition.
The challenge is allocating the resources to teach all of your employees about recognition giving. And, teaching everyone in the organization on how to give meaningful, and effective recognition to people every day, is not as easy as it sounds.
Use some of the following ideas to reach out to all of your employees in teaching them recognition skills. (more…)