How To Be An Authentic Recognition Leader

If there is one thing I’ve learned about giving meaningful and effective recognition to others, is the fact that it must be authentic. Both the recognition and the giver must be real. 

Imagine the positive influence that can come when a people-leader has learned to be authentic as an individual and a recognizer of others.

Let’s explore how a leader can become authentic and a real recognition giver, too.

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How To Set Up a Point-Based Reward Program

Many people have clicked on a previous version of this blog post wanting to learn how they should set up a point-based reward program. 

Unfortunately, some individuals and recognition and reward providers suggest certain ideas as being best practices so the client’s employees will consume more points. So, buyer beware and let’s learn some principles versus supposed best practices to guide you.

My goal is to provide you with objective information along with solid principles for you to make wise decisions by.  I will also give you some pros and cons for some options.

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Are You Really Giving People Recognition on Purpose?

Do you know why you recognize people?

If you haven’t thought about why you appreciate and recognize people, take some time out to articulate your beliefs and reasons for recognizing the people you work, play, and live with.

For me it is about appreciating people for who they are, independent of any work they do, and valuing everything that a person brings with them to the workplace. It’s about recognizing people for all that they do—both the insignificant and the amazing things people do. 

Recognition is about valuing people and their contributions. It is the transferring of positive feelings and emotions from one person to another, in response to an employee’s positive behaviors or actions.

What is your purpose for giving recognition?

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How To Tie Recognition to Your Organizational Values

You must always remember one principle of recognition, and that is your organizational culture will drive recognition practices and recognition programs throughout your organization.

In like manner, it is the organization’s customary recognition practices and exemplary usage of your recognition programs that will drive your organizational culture.

No wonder so many organizations gear up their recognition programs to focus on recognizing people who live their values.

Look at the various ways in which you can tie recognition practices and programs to your organizational values.

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How To Increase Meaningfulness Through Your Recognition Programs

Academic research has shown that managers are a contributing a factor to your employee’s perception of experiencing meaningfulness at work.

Researchers Francesco Montani and Jean-SébastienBoudrias reported that when managers take their role seriously, and serve and act as representatives of the organizations they work for, they provide them with salient social cues to their employees. These cues give employees a sense of meaningfulness in their own job. A manager’s act of genuinely recognizing their employees contributes to employee meaningfulness with their work.

So how can you use your recognition programs to create this greater job meaningfulness for employees? (more…)

How To Align Recognition with Behaviors and Performance

Organizations need to do a much better job of aligning recognition practices and programs with the great things their employees do.

The 2017 WorldatWork Trends in Employee Recognition Survey showed that above-and-beyond performance recognition programs were offered by 77 percent of the organizations surveyed. The challenge with above-and-beyond programs is that so few employees can ever be “above-and-beyond” at any one time. This leaves a lot of employees out in the cold, so to speak, from being recognized for positive actions.

WorldatWork results also revealed how only 51 percent of the companies offered programs to motivate specific behaviors.

In the past five years, recognition programs used to motivate specific behaviors, have risen from the fourth most used type of program to now being in the third position. However, even with this apparent popularity rise, behavioral type recognition programs only recognized 25 percent of employees, on average, in the past 12 months of the survey.

How can you, as a recognition program leader, use your recognition programs to consistently reinforce positive behaviors and lift workplace performance? (more…)

Give People Social Badges To Increase Engagement

If any of you were ever in Boy Scouts or Girl Guides, or you currently have children in these programs now, you’ll be familiar with merit badges.

A merit badge is typically a round or geometric shaped material badge, with a symbolic image, representing more than a 100 achievement areas. You can learn about sports, crafts, trades, the outdoors, business and many other areas.

They are awarded to youth based on fulfilling a required list of activities and study in any chosen area.

Does anyone remember when Microsoft® Xbox 360 came on the scene back in 2005? That is when they first introduced the idea of digital badges as an achievement system within online games.

Badges are all the rage in the world of gamification with playing video games and online learning.

Today, digital badges use visual representation of real-world accomplishments such as running marathons or with certifying learning on instructional sites like Khan Academy.

I would advocate that badges are a great way to acknowledge people for living company values and accomplishing specific strategic goals.

What is the benefit from incorporating badges into your online recognition programs? (more…)

Is Your Culture Getting In The Way of Your Recognition?

Many factors affect the success of implementing the practice of giving effective and meaningful employee recognition where you work.

Your organizational culture is just one of those factors but it’s often ignored.

Organizational culture is the shared values and beliefs that inform and govern how people behave in an organization. It influences how people act at work and do their jobs.

The successful use of your recognition and reward programs is directly impacted by the strength and positive perception of your company’s culture.

That’s why you must ask yourself: Is our organizational culture contributing towards making recognition giving a way of life?

Or, perhaps your culture is getting in the way of recognition. (more…)

How To Get the 3 Essential Factors for Recognition to Work

For over 30 years now research studies continue to show one of the highest reasons for leaving a place of employment is a lack of recognition for workplace contributions.

You can learn to solve the challenges in your organization’s approach to giving people effective recognition, by looking at The 3 Essential Factors for Recognition.

Understanding these factors will provide you with insights as to where your own organization is presently at in appreciating the work and worth of your employees and what you need to do next.

What are these factors? (more…)

How To Identify What’s Missing With Your Recognition

Many research polls show one of the highest reasons for leaving a place of employment is a lack of recognition for workplace contributions.

You’ll find most organizations are doing something with recognition whether through programs or encouraging people to say “Thank You” more.

But they can still come up short when employees give their feedback on recognition when they’ve responded to the latest employee engagement survey.

What I want to do is give you a simple tool to help you identify if something is missing from making your recognition initiatives successful.

You can learn to solve the challenges in your organization’s approach to giving people effective recognition, by looking at The 3 Essential Factors for giving Real Recognition(TM).

Understanding these factors will provide you with insights as to where your own organization is at in appreciating the work and worth of your employees.

What are these factors? As shown in Figure 1, they consist of Values, Skills and Awareness. (more…)