Getting started and onboarding staff to a program is one of the biggest challenges facing organizations interested in recognition. To help articulate and solve some of our customers concerns, the following list can help guide the beginning of a recognition-focused culture.
1. Survey staff on employee engagement.
Does your staff feel recognized? An anonymous survey helps gauge your staff and sets a base.
2. Ease your staff into a recognition program.
– Mention Recognize at an all company meeting as a priority for the company.
– Send an email to all company with a link to sign up for Recognize or program of your choice.
– Track who has activated their accounts on Recognize and gauge interest amongst staff. Don’t force anything on the company. If people are resistant, continue to ease into the program organically.
3. Meet with department directors and team managers to set guidelines on when to Recognize.
– Recognize at end of projects or specific tasks domain to the company.
– Remind managers and directors to make sure to recognize someone every day on the team or the whole team once a week.
– Ask staff to send emails to managers or directors once a week on one thing they accomplished. On Monday, have the manager recognize their team for those tasks. Creating that feedback loop is crucial.
4. Tie recognition into the company’s structure.
Provide status for high achievers. With Recognize, we send monthly reports of whom is doing the best work each month. Let everyone know who those individuals are via a monthly recognition party. Incentive good work tied to company values by rewarding staff each month for each of the values. Each month reward staff who are high achievers in each of the company’s core values (e.g. innovation, leadership). Finally, the highest-rated receivers in each core value should be given more access to perks or power inside the organization. Don’t stop at $20 gift cards – give staff the ability to make special decisions if they are high achievers.
Engraining employee recognition while promoting company’s core values can be easy if admins and leadership follow certain practices to make it a habit for the organization. Contact us if in need of recognition consulting for help getting started. We custom tailor recognition programs based on your company’s goals.
Traditional wisdom says strength and confidence are necessary to lead. New research says is only half the story. Social psychology research, such as Andrea Abele’s work on warmth and connectedness, show how warmth and strength together elicit the most effective leadership. The book Compelling People‘s main theme is warmth and strength together is the perfect cocktail for excellence.
When meeting someone, how do you act? Do you go right into the primary topic of conversation, or do you first build rapport by sharing experiences? When presenting to a group, is the focus on the stats and numbers, or do you first try to make a connection with your audience? Seemingly filler chat has been shown to make a huge impact on whether people will listen. People need to know you are there for them and you understand them. By entering the in-group of your audience, they will consider you part of them and you are worth taking seriously. In persuasion, being apart of the in-group is more effective than showing credentials of expertise. Story telling is often all that is needed to create a human connection.
A cohesive mindset amongst staff influences the company’s bottom-line, because a connected staff drives innovation and a customer-focus mentality
To bind a company together, leaders must communicate and show warmth with their staff. At Recognize, we see employee recognition as one way to create that critical bond. By providing positive feedback to staff, leaders open themselves up. When leaders overtly recognize staff, they show they care and acknowledge the hard work being done. The result, staff stop looking out for themselves and start looking out for the group. A cohesive mindset amongst staff influences the company’s bottom-line, because a connected staff drives innovation and a customer-focus mentality. Research by Watson Wyatt in 2009 indicates top-level staff must connect with low-level staff in order for staff to be more engaged. One simple way to communicate in a positive way is to promote everyone’s best behavior via a recognition program.
Learn more about warmth and strength by reading Compelling people, the references below, and practicing warmth in your life. You’ll see an immediately difference in how people respond to you.