Here are some essential basics, and possibly reminders for some of us, on how to recognize the wonderful people you work with on a daily basis.
There’s no rocket science behind these attitudes and behaviors. They are just time worn and proven ways to make your recognition come across in a more meaningful and memorable manner.
Put them into practice daily and you’ll be giving real recognition the right way wherever you work.
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How good are you at giving recognition? Do you feel like your attempts to praise and acknowledge people are hitting the mark?
Maybe you are already good at appreciating people for who they are and recognizing them for what they do.
Each of us will be naturals at recognizing people or have a lot of things still to learn. But what is good for those of you, who feel they are not so confident or competent at giving recognition, is that recognition is a learned behavior. Phew! We all have a chance at getting better at this skill, which is a highly ranked need of employees.
Consider your own strengths and weaknesses in giving meaningful and effective recognition. Do you know what you do well? Where should you begin? (more…)
Typical steps for creating a business strategy require senior leadership team involvement, analysis of previous financial and operational goals and outcomes, and direction as far as the future state of where the company should be heading.
Having a written recognition strategy puts recognition practices and programs on the same level as a corporate business strategy.
But what if you don’t have the luxury to get senior leaders and a sampling of departmental or business unit leaders in the same room? If you can’t facilitate and collaborate with others to create a recognition strategy document, what should you do?
I will show you how to create a quick and easy recognition strategy with a basic structure and outline, along with some questions to ask yourself as a guide. Are you ready? (more…)
You’ve got your recognition strategy and plan written up and ready. The budget is prepared and your finance people have reviewed it. Primary stakeholders were consulted on their specific needs. Any relevant concerns have been addressed. You have the support of most of your leaders.
You present everything to your file leader. Zapp!
No go! Not approved!!
He or she doesn’t see the value of spending money on employee recognition. They view recognition as an expense along with compensation and benefits. There’s no urgency in their mind to invest in recognition.
Those of you responsible for employee recognition will likely have to deal with such a leader at some point in time. They just don’t “get it” as far as recognition is concerned. Yet, you know that wise leaders always invest in growing and developing people.
What can you do to prepare yourself for such a leader? How do you anticipate any potential rejection points towards recognition initiatives? (more…)