Recognition – Company culture through conversation

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Employee recognition makes the world go ’round!

Employee recognition is part of why each of us come to work every day.

Introduction:

No matter how you try, you can never make someone feel overly appreciated. Recognizing the contributions of your employees – whether they’re top performers or not – is an important component of organizational culture. Finding out how to do it right is a critical first step. This template will help to structure your employee conversations.

Employee Descriptors:

“When you receive recognition, what is it for? Is it when the organization or your manager…”

  • Recognizes people for the quality of their work.
  • Spreads appreciation evenly throughout the team.
  • Encourages the recognition of team members frequently.
  • Personalizes “thank yous”.
  • Plans events that encourage visible recognition of top and key performers.
  • Manages recognition systems and technology effectively.
  • Promotes a sense that if one contributes meaningfully to results, he or she will be recognized.
  • Seeks opportunities to point out when team mates do good work.
  • Delivers employee recognition in a timely fashion.
  • Effectively handles employees who demonstrate poor performance.
  • Acts on opportunities to recognize people across the organization.
  • Ensures that good employees from every with job roles feel appreciated.
  • Actively shares recognition for successes (i.e., gives credit where credit is due).
  • Praises both the big wins and “small” incremental wins.
  • Makes it meaningful – nothing automatic.
  • Aligns what gets recognizes with company values, goals and objectives.
  • Keeps compensation and recognition appropriately separated.
  • Ensures senior leadership gains visibility of team members’ deserving actions.

Discussion Questions:

  1. For what do you want to be recognized the most?
  2. When was the last time you were recognized for a contribution? What was it for?
  3. Do you prefer public recognition for accomplishments or do simple, well-timed “thank-yous” do the trick?
  4. Are there ways that managers can improve the recognition of team-members? Are there particular job-types that deserve more or less recognition than they receive?
  5. What kind of social events are most appealing to your team mates?
  6. Are the company’s recognition programs well-aligned to our values, goals and objectives?

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