Many of you have heard of my three factors for giving recognition: Values, Skills, and Awareness.
If you put these three factors into a Venn diagram of three overlapping circles, you see some interesting insights that help you understand what’s going on in your organization.
I will guide you through what each of these factors means and the different outcomes that happen when you only have certain combinations of each of these factors. Then I will share some ideas on how you can strengthen each of these factors to make giving recognition a natural reaction.
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.
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.
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…)
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…)
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…)