You know how surprised I am that the percentage of organizations with a written recognition strategy has actually dropped from 55 percent back in 2017 down to 49 percent in 2019.
I guess the question remains to be answered why this is. And while WorldatWork never asked respondents to answer why they had a recognition strategy or not, the issue needs to be answered.
I won’t pretend to read people’s minds, but I can tell you from organizations I have subsequently worked with, why they didn’t have a recognition strategy before I worked with them. If you don’t have a recognition strategy, you just might relate with them.
Check out some reasons below that organizations might give for why they don’t have a recognition strategy.
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.
have always been a big advocate of the fact that it’s the quality of your
recognition that makes it a big deal.
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.
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.
I have a social science experiment to share with you that validates this
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
past talks they have given and check out the latest annual reports to gain
insights about them.
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.
their motivations and pain points that will help you understand their
priorities and how they make decisions.
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?
will understanding your leader’s point of view help you with your
recognition strategy and planning?
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…)
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…)