Understanding the frequency with which different types of recognition typically occur will help guide your usage of recognition programs and planning to make other forms of recognition happen. These are the elements that you must teach others, too. Then they will use your recognition programs wisely and practice recognition giving more often.
This is important to remember because each person at work has different expectations of how often they think other people should recognize them. So, there is also a frequency preference to contend with for every employee.
Let me give you an example from a healthcare organization that I surveyed to look at the frequency of recognition and how their employees felt about it.
The best way to learn how to give amazing recognition to people that always hits the mark is to have someone show you how to do it. But it is a lot more than being shown what to do. Be an attentive observer of the intricacies that go into meaningful and effective recognition.
Observe people and look for the emotional imagery they manifest in recognizing colleagues. Describe what you think recipients are feeling based on their reactions to being recognized. At different times, you can stop and ask people how they felt about the recognition received.
One area repeatedly comes up weak when I assess many organizations on their recognition practices and programs. That missing element is recognition, and they barely touched upon it in their leadership development curriculum.
True, they may or may not have online education on effective recognition practices. And they might have a few tutorials on how to use their various recognition programs.
But with educating and training leaders on effective recognition giving, the well is often dry.
And if you want to help leaders and staff learn how to give better recognition to one another, you just might have to change with those times. Especially when this comes to learning recognition skills.
According to a Quantum Workplace survey conducted in June 2021, there were 30 percent of employees who considered themselves hybrid employees—working from home and sometimes in the workplace. From this same survey, 35 percent of respondents reported working remotely.
How do these workplace challenges impact how to teach recognition skills? What should you be mindful of in these changing times?
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.
All organizations struggle with gaining the proper usage of their online programs. It could be HR programs related to benefits or health and well-being, collaborative software tools, or online learning libraries and learning management systems.
Same goes for getting leaders and employees to access and use your recognition programs on a regular and frequent basis. And then when they do get on to your recognition portal, are they giving effective and meaningful recognition to one another?
Giving meaningful recognition is all about learning the science behind recognition and mastering the art of practicing this important soft skill.
A soft skill includes all the attributes and personality traits that help employees positively interact with others and achieve success at work. Recognition is just one of those soft skills to develop.
What learning principles will help enhance retention of the skills needed to give effective recognition to employees? Let’s take a look at some of them.