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Ten ideas for real recognition
 
Recognition programs make a quantifiable difference in employee performance and the bottom line. Waiting to assess the efficacy of your own recognition program is the same thing as throwing money out the window. Consider the following time-tested practices and principles to make an immediate improvement.

1. Assess where you're at with recognition.
Use baseline metrics, and quantitative and qualitative indicators, to determine your strengths, weaknesses and the gaps that need attention.

2. Develop your very own recognition strategy.
Write out the reason why you are doing recognition in the first place, and how you intend to practice and administer recognition effectively. Draft and circulate your recognition philosophy and purpose for input. When agreed upon, cascade it down so everyone can be on the same page.

3. Establish short- and long-term recognition goals.
Whatever is good should be continued, and whatever is not needs to be stopped or revamped. Set measurable goals on how you can improve recognition over the next year.

4. Align recognition with the business strategy.
Recognition, rewards and incentives can be powerful tools to reinforce behavior and reward business results.

5. Connect recognition to your vision, mission and values.
Your organizational culture, beliefs, attitudes and corporate personality should be strong enough to turn recognition into a way of life, not just another program. In turn, recognition can help reinforce the best behaviors aligned with your values.


6. Gain senior leader support and endorsement.
Nothing makes recognition happen more than senior leaders supporting and exemplifying positive recognition actions.

7. Reinforce recognition practices through communication.
Make managers and employees good recognizers by showing them where the resources of articles, tips and ideas are online. Provide Web-based and in-class tutorials on effective use of established recognition and reward programs.

8. Educate and demonstrate exemplary recognition.
Educate people on the "why" of recognition and the "how" will flow much better. Give practical hands on training to help people overcome the myths and difficulties, and show them the right way to give people the recognition they deserve.

9. Expect recognition and hold people accountable.
Unless someone senior to you sets clear expectations for giving recognition, nothing will start. Furthermore, once the standard is set, if no one follows up or gives you feedback on how you are doing, nothing will change or be maintained.

10. Keep it simple.
Nothing is more meaningful than a sincere expression of thanks and appreciation. Make it your personal goal to be a praiseworthy observer every day by looking for people doing great work and immediately recognizing and acknowledging their efforts.

Source: Manage Smarter, December 29, 2008

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