In World at Work’s Trends in Employee Recognition 2008 survey, it was found that nearly 90% companies in North America have recognition programs. Yet, according to research by Gallup, only 35% of people surveyed said they received recognition for good work in the last year. Why is there such a huge gap?
I believe most companies place far too much emphasis on “rewards” and far too little “real recognition.”
I live in Montreal, a wonderful multi-cultural and multi-lingual city (great food too!). Our local newspaper, The Gazette, is currently running an ad campaign to boost circulation and readership. Their full page ads feature lots of white space and the simple slogan “Words Matter.”
I couldn’t agree more… especially in the recognition business.
Words are the most powerful recognition tool in the world. If spoken from the heart, they can inspire us, lift us up and take us to a higher place.
In my opinion, it's not about “what” you give... it's about “how” you give it! And words play a huge role in the “how”!
Wednesday, September 3, 2008
Tuesday, August 26, 2008
Cash is Not King!!!
Today's post is for those managers who think cash is the most powerful motivational tool available.
I do agree that cash compensation is important. It forms the foundation in Mazlow's hierarchy of needs pyramid.
However, I think it is significant to note that cash sits at the "base" of the pyramid. It is certainly not king of the pyramid!
Cash alone will never take you to the top of Mazlow's pyramid. And that's where you want your employees to be... at the top!
Happy! Satisfied! Engaged! Productive!
So how do you get employees to the top?
I believe managers need to "pull" employees up the pyramid! They need to "lend a hand" and they can do this by practicing "Real Recognition" techniques.
Real Recognition is a concept invented by my friend and colleague Roy Saunderson who is the Founder and President of the Recognition Management Institute. Real Recognition is simple enough, all you have to do is remember to actually practice it. For example, he’s blogged about the steps you should take to recognize employees who work from home. “Even a simple question asked in a P.S. tag line in an email can keep you in touch,” says Roy. This of course does not cost anything, and is a lot more meaningful than a check.
Real recognition, while not the only factor, can help managers pull employees up Mazlow's pyramid and take them to a higher place.
I do agree that cash compensation is important. It forms the foundation in Mazlow's hierarchy of needs pyramid.
However, I think it is significant to note that cash sits at the "base" of the pyramid. It is certainly not king of the pyramid!
Cash alone will never take you to the top of Mazlow's pyramid. And that's where you want your employees to be... at the top!
Happy! Satisfied! Engaged! Productive!
So how do you get employees to the top?
I believe managers need to "pull" employees up the pyramid! They need to "lend a hand" and they can do this by practicing "Real Recognition" techniques.
Real Recognition is a concept invented by my friend and colleague Roy Saunderson who is the Founder and President of the Recognition Management Institute. Real Recognition is simple enough, all you have to do is remember to actually practice it. For example, he’s blogged about the steps you should take to recognize employees who work from home. “Even a simple question asked in a P.S. tag line in an email can keep you in touch,” says Roy. This of course does not cost anything, and is a lot more meaningful than a check.
Real recognition, while not the only factor, can help managers pull employees up Mazlow's pyramid and take them to a higher place.
Monday, July 21, 2008
The Platinum Rule of Recognition
A couple of weeks ago I wrote about the "Golden Rule of Recognition" meaning you treat your employees exactly as you would like them to treat you and your company.
Today, I'd like to talk about the "Platinum Rule of Recognition."
But first, let's examine the relationship between your company, your employees and your brand.
While your company may promise a great brand experience it is actually your employees who deliver it. Employees are your company's "promise keepers."
I'm sure all of us have had our own personal experience with employees who have made a difference... both good and bad! The type of employees who have made us vow "never again" and those who have made us come back to purchase time and time again.
More and more research shows there is a clear link between employee satisfaction and customer satisfaction. (If you want to read some great articles on this and other relevant topics go to the Forum for People Performance Measurement and Management's website at www.PerformanceForum.org.)
It is no coincidence that some of the most profitable companies in America are also the best companies to work for.
And this is where the Platinum Rule of Recognition comes into play... make sure you treat your employees just like you want them to treat your company's customers!
Today, I'd like to talk about the "Platinum Rule of Recognition."
But first, let's examine the relationship between your company, your employees and your brand.
While your company may promise a great brand experience it is actually your employees who deliver it. Employees are your company's "promise keepers."
I'm sure all of us have had our own personal experience with employees who have made a difference... both good and bad! The type of employees who have made us vow "never again" and those who have made us come back to purchase time and time again.
More and more research shows there is a clear link between employee satisfaction and customer satisfaction. (If you want to read some great articles on this and other relevant topics go to the Forum for People Performance Measurement and Management's website at www.PerformanceForum.org.)
It is no coincidence that some of the most profitable companies in America are also the best companies to work for.
And this is where the Platinum Rule of Recognition comes into play... make sure you treat your employees just like you want them to treat your company's customers!
Wednesday, July 2, 2008
The Golden Rule of Recognition
"Greed, for lack of a better word, is good. Greed is right. Greed works. Greed clarifies, cuts through, and captures the essence of the evolutionary spirit. Greed, in all of its forms, greed for life, for money, for love, knowledge has marked the upward surge of mankind."
- Gordon Gekko from the movie Wall Street
Who can forget Michael Douglas’ lines from Oliver Stone’s classic movie Wall Street?
Although the characters were fictional, the times they portrayed were real. Consolidation and mergers were the rage. Those were the days of “right-sizing,” “down-sizing” all code words for “you’re losing your job!”
Isn’t it ironic that today’s managers bemoan the lack of loyalty from their workers? Is it any wonder? We have taught employee’s not to expect any loyalty from the corporation. So why should they be loyal to the corporation.
It is called the ethic of reciprocity. Don’t expect loyalty if you don’t give loyalty. Likewise, don’t expect commitment if you don’t give commitment.
At Rideau, we call this the “Golden Rule of Recognition”… treat employees like you would like them to treat the company. You’ll be amazed how far a little loyalty goes in improving your retention rates.
Practice the “Golden Rule of Recognition” because loyalty is a two way street!
Monday, June 23, 2008
Where Everybody Knows Your Name!
Who can name where today’s topic came from?
Here a few hints...
- It was a famous tune
- It came from a hit TV show
- Norm, Carla, Diane and Sam
- It described a place
- A bar to be specific
Of course it came from the long running TV show "Cheers."
Company managers should catch up on Cheers reruns because the show’s basic premise provides a simple but powerful lesson in employer engagement.
In my last post I stated my belief that “employer” engagement is the prerequisite for “employee” engagement. In other words, don’t expect employees to be engaged if your managers aren’t engaging them.
This seems pretty basic, but as common courtesy goes, this is the first step to actually feeling like a valued part of anything.
For example, when you enter a restaurant and the maître d’ greets you with a, “Heeey Norm!” You feel like you’re a part of something: you feel respected and appreciated.
However, what if the maître d’ can’t remember your name? Even though you eat lunch there five times a week and have put the owner’s four children through college. What if all you get is an awkward look? But you know he remembers you, he knows who you are. You realize he may be just having an off day, maybe his hamster fell off the wheel temporarily. Nevertheless, you can’t help think he just couldn’t be bothered to retain your name.
It’s a situation neither of you want to be in and nobody feels good about.
So what can “Cheers” reruns teach us? That it’s important to have a company culture “Where everyone knows your name!”
Knowing and using someone’s first name is an important step to “real recognition.”
Recognition starts with a name!
Here a few hints...
- It was a famous tune
- It came from a hit TV show
- Norm, Carla, Diane and Sam
- It described a place
- A bar to be specific
Of course it came from the long running TV show "Cheers."
Company managers should catch up on Cheers reruns because the show’s basic premise provides a simple but powerful lesson in employer engagement.
In my last post I stated my belief that “employer” engagement is the prerequisite for “employee” engagement. In other words, don’t expect employees to be engaged if your managers aren’t engaging them.
This seems pretty basic, but as common courtesy goes, this is the first step to actually feeling like a valued part of anything.
For example, when you enter a restaurant and the maître d’ greets you with a, “Heeey Norm!” You feel like you’re a part of something: you feel respected and appreciated.
However, what if the maître d’ can’t remember your name? Even though you eat lunch there five times a week and have put the owner’s four children through college. What if all you get is an awkward look? But you know he remembers you, he knows who you are. You realize he may be just having an off day, maybe his hamster fell off the wheel temporarily. Nevertheless, you can’t help think he just couldn’t be bothered to retain your name.
It’s a situation neither of you want to be in and nobody feels good about.
So what can “Cheers” reruns teach us? That it’s important to have a company culture “Where everyone knows your name!”
Knowing and using someone’s first name is an important step to “real recognition.”
Recognition starts with a name!
Monday, June 16, 2008
How About Employer Engagement?
How often have you heard the words “employee engagement”? If you are like most HR Professionals, probably too often and to be frank, I think we may be putting the proverbial cart before the horse!
Let me explain…
The word “engagement” in our personal lives is a commitment two people make with each other. It’s a two way street! And I don’t believe a corporation can ever have great employee engagement if there is no real “employer engagement.”
Employees are usually considered engaged when they feel a strong emotional bond to their company. But who represents the company? It’s your managers and if they don’t reach out and make an emotional connection to employees, engagement just isn’t going to happen. In other words, it takes two to tango!
I believe there is far too much emphasis placed on employee engagement and not enough on employer engagement. The company and its managers must do more to engage their employees.
Future Shop is a company that gets it. A recent issue of WorkPlace-Mag.com detailed how Future Shop reaches out to employees with some very innovative benefits. One is the ability to go to university right at a store! How cool is that? Future Shop University provides leadership training to those who want to become general managers. Future Shop store managers receive increases that are partially linked to their employee’s engagement. Employer engagement works: turnover at Future Shop improved 10% over a two year period.
Employer engagement… try it. It works!
What do you think?
Let me explain…
The word “engagement” in our personal lives is a commitment two people make with each other. It’s a two way street! And I don’t believe a corporation can ever have great employee engagement if there is no real “employer engagement.”
Employees are usually considered engaged when they feel a strong emotional bond to their company. But who represents the company? It’s your managers and if they don’t reach out and make an emotional connection to employees, engagement just isn’t going to happen. In other words, it takes two to tango!
I believe there is far too much emphasis placed on employee engagement and not enough on employer engagement. The company and its managers must do more to engage their employees.
Future Shop is a company that gets it. A recent issue of WorkPlace-Mag.com detailed how Future Shop reaches out to employees with some very innovative benefits. One is the ability to go to university right at a store! How cool is that? Future Shop University provides leadership training to those who want to become general managers. Future Shop store managers receive increases that are partially linked to their employee’s engagement. Employer engagement works: turnover at Future Shop improved 10% over a two year period.
Employer engagement… try it. It works!
What do you think?
Tuesday, June 10, 2008
Introductions
Trying to keep up in the recognition field is like the proverbial duck who, although appearing to float along unperturbed, has to paddle like crazy underwater!
The art and science of recognition is one of the most rapidly developing fields in today’s corporate world. Because of that, it’s difficult for everyone to keep up with new technologies and strategies.
I hope you will find the Recognition Blog a useful tool to keep up, share and learn the latest and greatest in recognition!
The topics I hope to touch on are the direct ties that recognition has to both employee and corporate performance; how building a culture of recognition can affect your bottom line through improved employee and customer retention, higher engagement levels as well as innovative industry developments.
So, I invite you to participate in our new Recognition Blog and wish you many aha moments!
The art and science of recognition is one of the most rapidly developing fields in today’s corporate world. Because of that, it’s difficult for everyone to keep up with new technologies and strategies.
I hope you will find the Recognition Blog a useful tool to keep up, share and learn the latest and greatest in recognition!
The topics I hope to touch on are the direct ties that recognition has to both employee and corporate performance; how building a culture of recognition can affect your bottom line through improved employee and customer retention, higher engagement levels as well as innovative industry developments.
So, I invite you to participate in our new Recognition Blog and wish you many aha moments!
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