As managers, we sometimes fall in a trap of thinking our recognition strategy is working. From my experience, chances are it’s not fulfilling its potential. That is the realization my clients come to after we help formalize their recognition strategy.
In a recognition system, you should offer your employees a formal system to recognize their colleagues for good work. When an employee knows he/she is formally recognized for his/her work, the culture of recognition will be sustained for years, leading to behaviour change, satisfaction, and engagement.
Rodd Wagner, New York Times bestselling author, mentioned in his book Widgets: The 12 New Rules for Managing Your Employees As If They’re Real People, that, “Those who anticipate recognition for their future successes feel a greater obligation to work hard, give a higher proportion of their full effort, look for ways to improve the way they do their work, and deliver more of their best ideas to the company”.
To find out if you are reaching the full potential of your recognition strategy, ask yourself these questions:
I have helped my clients formalize their recognition strategy with amazing results and we can certainly do the same for you.