THE BUSINESS OF TALENT
1.
Recognition based
on specific results and behaviors.
Don’t
just give someone a reward for being “employee of the month.” Give them an
award for delivering outstanding customer service when a particular problem
occurred. This creates a culture of “doing the right thing.”
2.
Peer to peer
recognition – not top down.
Modern recognition programs are “social” – they let
anyone in the company recognize anyone else (often using “points” or
“dollars.”) The thank you’s are totally public and displayed on a “leader
board” so anyone can see them. Hot startups like Achievers and Globoforce are
selling cloud-based platforms that make this easy.
3. Share recognition stories.
One of the most
powerful practices we identified was “story telling.” When someone does
something great and is recognized by their peers, tell people about it. Not
only should they get an “employee of the month” parking space (kidding – these
remind me of the movie “Office Space,” by the way), but
you should mention them in a newsletter or company blog. These stories create
employee engagement and learning.
4.
Make recognition easy and
frequent.
Make it trivially
simple for employees to recognize each other. Many of the modern programs we
studied give all employees a budget for “points” or “dollars” and they can give
them to others online in seconds. We use one of these systems in our company
and the results have been amazing. People who do great things are now visible
to everyone else!
5.
Tie recognition to your own
company values or goals.
Companies like
Deloitte and Intuit have recognition programs which
focus on the company’s mission and goals. So when you give someone a “thank
you” award, the award is tied to your own company’s strategy (customer service,
innovation, teamwork, or even a revenue or cost-cutting goal).
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