Having a well defined recognition strategy is the first and arguably the most important element of
Recognition Professionals International’s (RPI)
Seven Best Practice Standards.
Why?
Simply put, recognition programs which do not align with overall corporate strategies are impossible to defend and inevitably end up being considered an expense instead of an investment. In hard times, these aimless programs are among the first things to be cut.
Any well thought out recognition strategy that ties into your corporation’s business objectives or mission, vision and values is much more readily defensible because senior management can see the link between your strategy and their business objectives.
Corporations will always try and cut expenses, but most will do their utmost to defend investments they believe will help grow the business and deliver profits to shareholders.
RPI's second Best Standard is to have senior management buy-in and support for your recognition strategy. If your recognition strategy is linked to senior management’s business strategies, it makes it much more likely that someone in the C-Suite will act as your recognition champion.
So here are a few tips… take a hard look at your current recognition programs. Do you have a written recognition strategy? Does this strategy align and link up with your senior leadership’s business objectives? Do your leaders understand the strategy and its linkages? Do your leaders actively support your recognition programs?
If the answer is “no” to any of these questions, you should invest some serious time and effort on your recognition strategy, otherwise, you might find yourself considered an expense… and we all know what happens to expenses!
This episode of Real Recognition Radio invites Marilyn Veincentotzs, author of How Organizations Empower Bully Bosses: A Criminal in the Workplace, to talk about the troubling trend of “bully bosses.” Learn what your leaders may unconsciously be doing to encourage this kind of behavior and what they can do to be proactive to ensure your employees are living your corporation’s values. So join in on the conversation and discover how to create a positive work environment you can be proud of!
My colleague Christophe Laval, founder of VPHR (Vision Performance Humain Reconnaissance), is hosting an international conference this October to discuss the importance of quality of life at work and its relation to productivity.
Have you checked out Rideau's Facebook page?
According to the authors of “The Why of Work”, Dr. Dave Ulrich and Dr. Wendy Ulrich, we all seek a sense of purpose, contribution, connection, value, and hope through our work, this is what drives us and keeps us engaged.
Having a well defined recognition strategy is the first and arguably the most important element of Recognition Professionals International’s (RPI) Seven Best Practice Standards.
My colleagues Roy Saunderson and Max Brown, hosts of Real Recognition Radio tell me there is a global revolution under way in philanthropy: organizations are finding out that doing good for others mean doing well for themselves too.
My partners down at PollStream create fantastic social networking tools to facilitate employee relationships and increase employee engagement. The networking systems let you use a proven successful social phenomenon to keep the channel of communication between employees open and active. PollStream understands the power of community!
