Giving meaningful and developmental feedback is one of the most effective tools to help people learn how to do things the right way.
And this applies to learning how to give Real Recognition™ the right way, too.
In this post, I will share some essential knowledge gleaned from research that will give you practical insights and principles to use feedback properly. I’ll share what the purpose of feedback should be, how timing plays a role, the effects of feedback and the responses to expect from learners.
Rarely are we taught how to give effective and meaningful feedback.
Take a deeper dive on how continuous feedback helps people learn how to give better recognition the right way.
COVID-19 is taking its toll in the workplace. However, a recent Gartner report suggests that managers need to redouble their recognition efforts. One of the areas we can’t neglect is career milestones and other achievement celebrations. Keeping celebrations alive helps to invigorate organizations and inspire people. Follow these Top 10 Ways to Celebrate Employees from a Distance and keep the ritual and ceremony of celebrations happening.
Commit to the celebratory side of work. Realize the importance that celebrations hold in the lives of employees. It is a way to honor people for their achievements and contributions. Do all you can to keep celebrations going even if they’re done differently.
Create celebration memory triggers. Your job is to create recognition experiences and emotional connections that will make lasting memories for recognition recipients. Always set goals of what you want to have happen in the eyes of each person you celebrate.
Prepare supportive visual imagery. Celebrations are very visual events. Develop creative signage to show or send to individuals to use. Take screen captures, photos, and quotes from people who can’t attend. Use visual overlays or backgrounds for videoconferencing.
Consider the auditory messaging. Be specific and positive with how you communicate your recognition. Select meaningful and upbeat music to integrate with presentations. Invite all remote attendees to have noisemakers and party horn blowers to use at key points.
Are there tactile things you need. Ensure awards or gifts are shipped well in advance so recipient has them. Build in opportunities for people to applaud. Design unifying and personalized items for everyone to wear or wave like badges or posters, etc.
What about the sense of smell? Remote celebrations miss out on the olfactory senses such as food. Order cakes from a local bakery or have everyone prepare cupcakes ahead of time. If the recipient likes flowers send them flowers on the day of the virtual event.
Put action into the virtual event. Orchestrate virtual attendees to wave hands and shout out on cue. Create a compilation video ahead of time of peers of the recognition recipient sending special greetings. Record a socially distanced parade with music and banners.
Planning requires extra time. Always start early with planning celebrations from a distance especially with technology. Start with your purpose and your goal. How does the organization want to be represented and by who? Think of a theme to guide preparations.
Orchestrate but allow improvisation. While much of celebrating from a distance requires detailed planning, make sure you allow some spontaneity as well. Invite award recipients to say a few words. Bring is surprise guests of family or former managers.
Timing is absolutely everything. Up the delivery dates of awards, gifts, essential props and signage. Empower managers to represent your organization and make the celebration special. Enlist a team of supportive employees willing to pull off each celebration event.
Previously published by the author in Incentive Magazine.
Roy is no longer writing new content for this site (he has retired!), but you can subscribe to Engage2Excel’s blog as Engage2Excel will be taking Roy’s place writing about similar topics on employee recognition and retention, leadership and strategy.
Have you tried to train your people on how to give better recognition and it didn’t work? Were you able to measure the transfer of learning back to the job? What was the business impact of the recognition education delivered? Have employees reported improved recognition?
There are many reasons why educating and training managers and employees on recognition giving can fail. Authors and education experts, Tim Mooney and Robert O. Brinkerhoff, suggest bold actions for achieving business results in their book, Courageous Training. They provide a useful list of eleven possible causes for training failure.
I will unpack each one of these causes and then discuss how it relates specifically to employee recognition training. I want you to overcome the typical problems associated with training people effective recognition skills. (more…)
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…)