Why It’s Important to Celebrate the Completion of a Project

Done! Complete!

You and your team have just finished an assigned project.

High fives all around—even if virtually

A lot of time went into the various elements of this project—from conception to implementation The outcomes and learning points were valuable and worthwhile. You are grateful for the wonderful collaboration across the team from all their various locations. Together, you overcame major obstacles to make a positive result.

So, should you celebrate?

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How Adding Time and Effort Actually Enhances Your Rewards

I have always been a big advocate of the fact that it’s the quality of your recognition that makes it a big deal.

Time and time again, I have witnessed how when you put more of a personal touch into the recognition and rewards you give, the more meaningful and effective the effect will be on the recipient and on their performance. 

I have summed this principle up before by saying, when you give people recognition you don’t have to give them a reward; when you give people a reward, you must always accompany it with recognition.

Now I have a social science experiment to share with you that validates this principle.

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How To Better Understand Your Leader’s Point of View

It is important to create a persona or profile of the leader or leaders you report to for when you need to present to them or gain approval on a proposal. Leaders think differently than rank-and-file employees. It’s these qualities that set them apart.

Read past talks they have given and check out the latest annual reports to gain insights about them. 

Talk to people who know them the best like their assistants and other managers who have had dealings with them.

Gather details about their background and where they have worked along with the job positions they have held.

Know their motivations and pain points that will help you understand their priorities and how they make decisions.

What do you know about their personal life, significant others in their life, family and so forth? What are their hobbies and interest than might give a human connection for you to relate to?

How will understanding your leader’s point of view help you with your recognition strategy and planning?

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The Resources You Need To Drive Recognition

If you had a magic lamp and were allowed three wishes of the genie that would appear when you rubbed the lamp, what resources would you ask for to help you with managing your recognition programs better?

And, I am not just talking about money alone. There are people and organizational resources you can draw upon that could help drive recognition practices and programs for you.

It’s fascinating how some company leaders bemoan the lack of employee engagement in their organizations. But they won’t invest wisely in one of the top drivers of engagement, namely, employee recognition.

What are the resources you need to really drive employee recognition? Consider the following list just for starters. (more…)

Simple Ways To Find Time to Recognize People

Finding time to recognize others can be challenging, that’s for sure.

But when we take on an attitude of respecting and valuing people and their contributions then recognition becomes so much easier to do.

Yes, recognition giving requires personal commitment and self-discipline.

By putting a few of the following time management principles into place you will see how you will have more time for recognition giving. (more…)

Give Your Undivided Attention To Give The Best Recognition

 

Have you noticed how some people pretend to give recognition to others but they’re not really paying attention to the person they’re recognizing?

Remember when your mother used to say to you “Don’t talk with your mouthful.” Well, I’m here to tell you today not to give recognition with your hands full. Put down your smartphone or other electronic devices and allow yourself to give your undivided attention so you can give people the best recognition ever.

Think about what you might need to do or become an encourager of others to give recognition with their full and undivided attention. (more…)

How to Make Recognition Giving a Part of Your DNA

You and I need to learn how to truly value people and their contributions.

When we respect and acknowledge people properly for the effort they make, giving recognition demonstrates our respect for them and shows they are truly worthy of our time.

I have written before how giving recognition does not take very much time to do. Yet, it is the number one reason, or barrier, for why people don’t give recognition.

Making recognition a part of your DNA – means following a consistent, systematic approach to how, and when, you give people recognition.

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Why Time Is An Excuse For Not Giving Recognition

I promise this will not surprise you.

From my learning sessions and surveys, the number one reason people give me for not giving recognition to peers, employees and managers is “time”.

I’ve confirmed this explanation from managers across North America, Europe, Middle East and India. Managers in thirteen countries in total all claim they don’t have time to recognize one another.

But is that the real reason? What’s stopping those you work with, and maybe even yourself, from recognizing the people where you work?

I don’t think time is the reason. (more…)

4 Principles for Giving Recognition At The Right Time

How important is timeliness when giving recognition to employees?

I am going to show you that there is great value in giving timely recognition to your employees.

We asked managers their thoughts on the importance of timeliness of when they gave recognition to their employees. Here is how they responded: (more…)

3 Ways To Select The Best Recognition Program For You

Your company has grown from the small business it once was to the medium size enterprise you have become.

You even conducted an employee engagement survey this year. That’s when you discovered employees are not feeling valued for the great work they do.

Maybe it is time to invest in recognition programs. This is not your expertise and you want to do what is best for the company and for your employees.

Where do you begin in identifying what the best recognition program is for your company? (more…)