Issue link: https://www.e-digitaleditions.com/i/330423
In the past, how did organizations approach educating employees about recognition practices and programs? The focus tended to be on a very tactical and technical approach—the generalities of using the program's tools and proper etiquette of presenting awards. The gap is in educating managers how to practice the human art of giving recognition in a way that is impactful to the individual. Management often talked about motivation but no one was discussing how to make recognition more genuine and meaningful. In terms of delivery, organizations would host 'lunch & learn' or half-day sessions in person. And where are we today? As organizations get more business focused and performance driven, they know recognition is no longer a feel good exercise - it's a strong driver of the business objectives they want to achieve, like improved engagement. Any learning they introduce must be aligned to achieving their objectives. Therefore recognition itself has become better aligned with an organization's strategic initiatives, and learning has to be modeled to support that. The way we deliver training for recognition has also evolved. There is a greater demand for online, virtual training sessions. As face-to-face training is lessening, we are finding that we need to humanize online learning. We have seen more video usage and video conferencing. There is going to be a greater exploration of these types of learning, including gamification. Mobile learning on tablets and smartphones is the wave of the future. Today's technology has provided benefits to training. Access is greater and the content can be shorter and customized to client needs. Organizations can offer managers more specific and granular behaviors that lead to giving meaningful recognition. Training needs to focus Managers on the 'why' behind recognition, not just the 'how'. What have you discovered about today's approach to aligning recognition to strategic initiatives? Strategic research shows significant correlations between those that have learned how to give more authentic, meaningful recognition, and results in elevated engagement scores and increased productivity output of their team members. For example, managers who were educated and coached on the human element of giving effective recognition resulted in a 29 percent elevation in engagement scores of their team members. The stronger the relationship between employee and the manager, the more the employee engagement grows. By providing learning and coaching around specific recognition behaviors, managers begin to focus on the key human dynamics of recognition, instead of general concepts about award giving. This increases the individual impact of the recognition and results in significant, measurable increases in key performance indicators. What has Rideau's Recognition Management Institute discovered with learning how to get recognition right? When people are better educated in the human elements of recognition - they get it right; and when they do, it delivers an authenticity and impact that drives the overall performance, engagement, and productivity of the recipients in measurable ways. Furthermore, different types of recognition are key drivers of various metrics such as the Service-Profit Chain, Customer Experience Scores, Sales & Productivity Effectiveness, and the overall employee experience. What we are striving to do is to help people employ better recognition practices because when they do, it improves the impactful usage of recognition and, by using data analytics to form correlations, the results are measurable. Q : A : Effective Ways To Train Managers To Deliver Meaningful Recognition With Roy Saunderson, Chief Learning Officer, Rideau RECOGNITION Q&A: Managers who were educated and coached on the human element of giving effective recognition resulted in a 29 percent elevation in engagement scores of their team members. Q : A : Q : A : ADVERTORIAL Q : A : Roy Saunderson is a leading global expert on employee recognition practices and programs. Rideau's Recognition Management Institute provides strategic employee recognition consulting and learning to help leaders get recognition right. www.rideau.com 1.800.363.6464 Roy Saunderson is a leading global expert on employee recognition practices and programs. Rideau's Recognition Management Institute provides strategic employee recognition consulting and learning to help leaders get recognition right.