I'd love it if someone would write the history of the recognition industry.
If they did, it would have to come from two completely different aspects.
The first, would be from the perspective of Academics and OD types who realized that recognition played a key role in a person's individual well being and collectively, to the well being of an organization.
The second would be from the perspective of companies supplying recognition and reward programs. Many of these suppliers got into the business because they were seeking an outlet for their manufactured products.
I confess that my company was no different... we were a manufacturer of emblematic jewelry and corporate award programs were a great outlet for our products.
I think there was and still is a wide gulf between the two groups and is reflected by the fact that over 90% of corporations have recognition programs yet 60% of employees don't feel recognized.
There has been far too much focus on the material and not enough on the ethereal.
Fortunately people are starting to connect the dots. People like my colleague Roy Saunderson of the Recognition Management Institute and Christophe Laval of VPHR are teaching people that recognition is about feelings and emotions.
Monday, November 24, 2008
Recognition is Universal
I just returned from Paris where I attended the well attended launch of Christophe Laval's new book "Plaidoyer pour la reconnaissance au travail." Roughly translated "A Plea For Recognition in the Workplace."
You can purchase a copy of his book in French here.
The book provides useful research and is a great read particularly for those who are interested in understanding how recognition is viewed in France and other European countries.
Christophe speaks with authority on recognition. He comes from the industry and for the last several years has headed up "Entreprise et Personnel" which is the French equivalent of SHRM.
Christophe is Recognition Professionals International's first European CRP grad and understands the cultural and international nuances of recognition.
After the launch, Christophe and I participated on a panel and discussed some of those differences with the audience.
One thing is certain... Recognition has no boundaries and while it may be delivered differently from one country to another, it is truly a universal concept.
You can purchase a copy of his book in French here.
The book provides useful research and is a great read particularly for those who are interested in understanding how recognition is viewed in France and other European countries.
Christophe speaks with authority on recognition. He comes from the industry and for the last several years has headed up "Entreprise et Personnel" which is the French equivalent of SHRM.
Christophe is Recognition Professionals International's first European CRP grad and understands the cultural and international nuances of recognition.
After the launch, Christophe and I participated on a panel and discussed some of those differences with the audience.
One thing is certain... Recognition has no boundaries and while it may be delivered differently from one country to another, it is truly a universal concept.
Monday, November 17, 2008
The Economy and Recognition
The world is a very different place than it was six months ago or for that matter three weeks ago.
People are losing their jobs and unemployment is rising. And it’s only going to get worse.
But if history has taught us anything, these things are cyclical. The economy will get better and people will go back to work.
What will not change is the fact that there will soon be more jobs than people to fill them. Demographics dictates this, not the economy.
But today's economic challenges do offer forward looking companies a great opportunity and that is to embed recognition into your corporate culture.
There is a lot of fear out there right now. Employees are not necessarily looking for pay increases but what they are looking for is open and honest communication. They need to know their work is being appreciated and this is where effective recognition strategies can play a huge role.
Recognition doesn't need to cost a lot. As I mentioned in a previous post, it starts with a name!
Reach out and engage your employees especially in these tough times.
Embed recognition into your culture. Make it part of your DNA and when things turnaround, your employees will remember and stay with you. Not only that, they will become your "recruiting" ambassadors.
George Washington didn't pay his band of revolutionaries a lot but if you study his management style you will see he gave them something far more valuable, he gave them recognition and hope. He turned them into patriots.
People are losing their jobs and unemployment is rising. And it’s only going to get worse.
But if history has taught us anything, these things are cyclical. The economy will get better and people will go back to work.
What will not change is the fact that there will soon be more jobs than people to fill them. Demographics dictates this, not the economy.
But today's economic challenges do offer forward looking companies a great opportunity and that is to embed recognition into your corporate culture.
There is a lot of fear out there right now. Employees are not necessarily looking for pay increases but what they are looking for is open and honest communication. They need to know their work is being appreciated and this is where effective recognition strategies can play a huge role.
Recognition doesn't need to cost a lot. As I mentioned in a previous post, it starts with a name!
Reach out and engage your employees especially in these tough times.
Embed recognition into your culture. Make it part of your DNA and when things turnaround, your employees will remember and stay with you. Not only that, they will become your "recruiting" ambassadors.
George Washington didn't pay his band of revolutionaries a lot but if you study his management style you will see he gave them something far more valuable, he gave them recognition and hope. He turned them into patriots.
Monday, November 10, 2008
More Help From Your Friends!
Another great place to go for information is the Incentive Marketing Association.
This is the world's leading organization on incentives and incentive marketing.
This association is for providers only. Within the IMA there are a number of different Strategic Industry Groupings (SIGs).
Each SIG has a specific area of interest. For instance, there are geographic SIGs. European, Canadian and Australian members all have their own SIGs.
Then there are industry specific SIGs for companies who are focused on global programs, gift cards, performance etc.
I'm proud to have been a founder of the IMA's Recognition Council SIG last year and currently sit as its President. The IMA and each one of its SIGs are helping to enhance our industry and provide thought leadership.
While membership is closed to providers, the IMA website and those of its SIGs does provide valuable information in the form of white papers, articles and webinars open to the public.
Since I'm into shameless self-promotion I urge you to visit my SIG... http://www.recognitioncouncil.org/!
Monday, November 3, 2008
A Little Help From Your Friends
Couldn't we all use a little help from our friends?
The recognition and incentive industry has some super associations that you can use for research and unbiased third validation.
Over the next few weeks I'm going to spotlight several.
The first organization that comes to mind is Recognition Professionals International .
This international organization is dedicated to embedding recognition as a business strategy in companies large and small.
Its membership consists of practitioners and providers split about 75/25%.
It holds an annual sharing summit and has become famous for its Certified Recognition Professional (CRP) courses based on seven best practice recognition standards.
It also holds its annual Best Practice competition. This competition judges recognition programs, large and small, from all over the world against the seven best practice standards.
It also provides a ton of research and everyday common sense ideas. It has a wonderful sense of community... I should know! I, along with many of my Rideau colleagues have been members since 2001. Also in the spirit of full disclosure... I've been on RPl's board since 2004. And no, contrary to what my colleagues at Rideau think... I did earn my CRP certification!!!
The recognition and incentive industry has some super associations that you can use for research and unbiased third validation.
Over the next few weeks I'm going to spotlight several.
The first organization that comes to mind is Recognition Professionals International .
This international organization is dedicated to embedding recognition as a business strategy in companies large and small.
Its membership consists of practitioners and providers split about 75/25%.
It holds an annual sharing summit and has become famous for its Certified Recognition Professional (CRP) courses based on seven best practice recognition standards.
It also holds its annual Best Practice competition. This competition judges recognition programs, large and small, from all over the world against the seven best practice standards.
It also provides a ton of research and everyday common sense ideas. It has a wonderful sense of community... I should know! I, along with many of my Rideau colleagues have been members since 2001. Also in the spirit of full disclosure... I've been on RPl's board since 2004. And no, contrary to what my colleagues at Rideau think... I did earn my CRP certification!!!
Monday, October 20, 2008
Do You Have Employee Mercenaries or Patriots?
I believe there are two types of employees... those who I categorize as "mercenaries" and those who I call "patriots."
Which do you have?
Because the choice is entirely up to you... if you or your senior management think all your employees care about is cold hard cash you most likely will have a lot of mercenaries.
The problem with these folks is they have a bad habit of quitting the company if someone offers them more money.
Perhaps even worse, is when employee mercenaries stay with your company but disengage when they feel you don't pay them enough!
Great companies hire employee patriots who realize that employees want much more than cash. They want the opportunity to do exciting work, to feel part of a team, to develop and advance and to be recognized for who they are and what they do each and every day.
Employee patriots aren't just there for the money and they are truly committed.
Which do you have?
Because the choice is entirely up to you... if you or your senior management think all your employees care about is cold hard cash you most likely will have a lot of mercenaries.
The problem with these folks is they have a bad habit of quitting the company if someone offers them more money.
Perhaps even worse, is when employee mercenaries stay with your company but disengage when they feel you don't pay them enough!
Great companies hire employee patriots who realize that employees want much more than cash. They want the opportunity to do exciting work, to feel part of a team, to develop and advance and to be recognized for who they are and what they do each and every day.
Employee patriots aren't just there for the money and they are truly committed.
Monday, October 6, 2008
What Makes A Recognition Expert?
All too often I have attended industry conferences and seen many so called "recognition and reward experts."
Scratch a bit deeper and the veneer comes off! I don't mean to demean, but there are a lot of people out there who are "reward" experts but they sure aren't "recognition" experts.
Recognition and rewards are very different things.
Rewards are material things. Cold hard cash, merchandise, gift cards are all examples of rewards. They are easily understood because they cost a certain amount and are distributed a certain way. There are a lot of reward experts.
Recognition on the other hand, is a feeling, an emotion. It is not easily quantified... ever try measuring how deeply you love your wife? In many cases it is not easily distributed or given.
So how do you determine whether you are speaking to a recognition or reward expert? It’s relatively simple.
Scratch a bit deeper and the veneer comes off! I don't mean to demean, but there are a lot of people out there who are "reward" experts but they sure aren't "recognition" experts.
Recognition and rewards are very different things.
Rewards are material things. Cold hard cash, merchandise, gift cards are all examples of rewards. They are easily understood because they cost a certain amount and are distributed a certain way. There are a lot of reward experts.
Recognition on the other hand, is a feeling, an emotion. It is not easily quantified... ever try measuring how deeply you love your wife? In many cases it is not easily distributed or given.
So how do you determine whether you are speaking to a recognition or reward expert? It’s relatively simple.
- Ask what trade organizations the person belongs to.
- Are these organizations focused on products or on the art and science of recognition?
- Do they have a professional certification? For instance, have they taken Recognition Professionals International "Certified Recognition Professional" (CRP) course?
- When they speak to you, is it about product and delivery or about emotions?
Remember, just because you give someone a gold watch, doesn't mean you have recognized them!
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