Jul 07, 2015
Written by: John O'Brien
(View Author Bio)
A mindset. An experience. A culture.
If the word “program” comes to mind, it’s time to start thinking differently. Recognition today has no start or end date and it’s moved way beyond the perfunctory handshake and pen-and-pencil set given after 25 years of service.
How do we define recognition for the 21st century?
It’s a mindset.
Understanding the multifaceted character of recognition is a vital first step toward integrating it into your organization — and enjoying its profound effect in your employees, customers and bottom line for years to come.
Recognition is a mindset and anyone can develop it. It just takes thought and focus. As a manager, you first need to determine what’s worthy of recognition at your organization.
Linking desired behaviors to your company’s mission and values is vital to the development of a company-wide recognition mindset. When you share concrete reasons for recognizing an employee, you elevate its significance and eliminate any potential “popularity contest” perceptions. You want everyone to see how specific behaviors can have an impact on a larger scale and to really understand how they can make a difference. When this happens, your employees will set their minds to earning recognition for all the right reasons.
The more often you recognize your employees, the quicker it will become second nature to you. Put the word “recognize” on your calendar every week and see how it becomes a natural part of your routine. When your days get busy, recognition can easily migrate to the back burner. A recognition mindset an experience won’t allow that to happen.
Recognition becomes an experience when it’s…
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