Reward and Recognition

Take Advantage of Digital Media

Social networks like LinkedIn that have a professional audience can be useful to your career. Keep social profiles refreshed with your accomplishments and skill development. Consider using a form of digital media such as a blog or website to create a portfolio for others to view your work and stay up to date on your accomplishments and progress.

 

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4 Steps to Re-Recruit High Performers

  1. Thank them for their contributions.
  2. Ensure that the employee is informed of the direction of the organization.
  3. Review the characteristics that make the individual valuable to the organization, be specific.
  4. Ask what can be done to ensure you do not lose the employee as a member of the team; reiterate that person’s importance to the organization’s mission.

Listen carefully and follow through with any requests for support.

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Rejuvenate High Performers

Conversations to re-recruit high performers are intended to have the high performer leave the conversation feeling appreciated, rejuvenated, and with a renewed sense of purpose. How would you express to a high performer they are a valuable member of your team?

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Specific is Authentic

Generalized appreciation doesn’t feel authentic and may even come off as just going through the motions. Instead, use details and be specific about the person and their actions. This will show you are really paying attention and value the receiver.

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Design a Gratitude System

While everyone will appreciate a random act of gratitude, to ensure gratitude is a part of the culture, a system must be in place for expressing gratitude. Some ideas include: peer-nominated opportunities for employees who go above an beyond, establishing a gratitude station for thank you notes, ending each meeting with time for gratitude, etc. What system can you establish for your team or organization?

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Create an Appreciation Board

Write one thank you note thanking one employee for extra effort at work, post the note on the board, and provide blank cards and pens for others to add their own notes. Intentional expressions of gratitude by leaders provide opportunities for peers to express gratitude and help employees reconnect to purpose and worthwhile work.

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Recognize Service Excellence

Who provides unmistakable value within your organization? Who follows the standards for service excellence? When you see it, recognize it! Thank this person for living the organization’s values and being an example of what right looks like. You can let them know on the spot, or bring it up during your next team meeting. Recognizing the behavior and actions that are most important to our organization’s success positively reinforces the performance we want to have continued.

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Salute Customer Praise

Collect customer comments that reflect the unmistakable value your organization provides. Share those comments with your team to open up team meetings or as a quick email to remind them of the difference they make by providing unmistakable value to those they serve.

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Harvest Wins from Data

One way to use data you’ve collected is to identify wins from the results and follow-up with a celebration. When you begin to review your data, start by looking for 3 wins you can pass on to your teams and celebrate.

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Recognize Performance

Plan to recognize at least three individuals or teams for their exceptional work at your next employee forum. Include results harvested from your leadership team. Consider opening with these “wins” to begin the forum on a positive note.

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Recognize Strengths

During one-on-one meetings with employees, provide specific praise in relation to the employee’s strengths. Communicate how the employee uses their specific strength to accomplish organizational goals.

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Stop and Celebrate

Some projects take years to complete, others are never complete due to consistent advances in technology. Take time to stop and reflect on the projects that you lead. Have you celebrated the small wins along the way? Have you taken time to recognize and appreciate all of the work that has gone into the project? Leaders who reflect on the team’s progress, recognize it and celebrate it, keep the team motivated for the long run.

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Evaluate Your Recognition

Is recognition in your organization leader-driven or employee-driven? Do rewards align with the recommended behaviors and values of the organization? How often do individuals get recognition? More than once per year? Evaluate your recognition processes at least once per year and strive to make recognition as employee-centered and engaging as possible.

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Recognize Using Social Media

Incorporate rewarding and recognizing team members into your social media strategy. People are attracted to their ’15 minutes of fame’ and sharing a post recognizing team members publicly is an easy way to make them feel appreciated and a way to show the community what you value. If your organization doesn’t use social media, consider a consistent spot in the newsletter instead.

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A Handwritten Thank You

Observe the right behaviors. For example: When employees are doing exceptional work, being especially helpful to others, and living the values/standards of the organization, then act. Hand-write a genuine, thank you note with specific details and send it to the team member’s home. Thank you notes are meaningful and are saved over time by those on the receiving end.

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What Do Employees Want?

Employees appreciate most when recognition is designed by them and for them. Ask your employees how they like to be recognized and tailor their recognition accordingly. Consider implementing a peer-to-peer recognition program and let your employees construct the award ceremony or event.

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Track Recognition

Using the recognition tracking form or a similar process, record who you’ve acknowledged and why. If you supervise others, track who recognizes who and why. This allows you to see who and what is being recognized as well as performance trends.

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Stay True to Your Organization

Employees feel valuable and motivated when they are recognized for their contributions. Authentic, consistent, and specific recognition aligned with the organization’s values is the most effective. Aim for recognition that feels organic rather than forced.

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Value Based Recognition

Recognize an employee of the month for living out organizational values or create an opportunity for peers to reward each other monthly for living out values.

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One Step at a Time

Annual or 90-day goals broken into bite-sized pieces creates the opportunity for small, achievable wins that build momentum and confidence within the team. Use these small achievements as an opportunity to celebrate progress towards the goal.

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Recognition Team

Establish a service team of individuals who are responsible for creating reward and recognition programs and ideas for your organization. Individuals respond differently to various forms of recognition. By using a team to create reward and recognition programs there will be a greater variety of them.

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Forward Virtual Wins

When you receive an email from a customer or client celebrating an individual who makes a difference in your organization, spread the love. Forward the email to your entire team. Not only does it provide an example of what the right behavior looks like, but it will also help the team stay connected to their purpose.

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Align Awards to Performance

Everyone makes a difference in the organization. Spend time during quarterly strategy sessions awarding individuals who have reached specific performance outcomes.

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The Joy of Reward

Recognize your high performers by giving them more responsibility or an opportunity to work in an area they are most passionate about.

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What Gets Recognized Gets Repeated

Set clear expectations by immediately recognizing individuals who are doing the right things in the right way.

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Catch Them in the Act

Look for who is modeling what’s right today, and thank them. “The key to developing people is to catch them doing something right. Catching people doing things right provides satisfaction and motivates good performance.” Ken Blanchard & Spencer Johnson – The One Minute Manager

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Celebrate people

Recognizing when things go well is one of the most effective ways to get more of what we want. Publicly recognize a member of your team for a job done right.

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