Blog

Many of our previous blogs have discussed the challenges present in the transition toward remote work. One pain point experienced by our clients over the past few years was knowing how to recognize employees that were no longer in an office. In our blog “Recognizing Employees in the Workplace VS. Remotely. Is there a difference?” we asked our recognition expert Roy Saunderson to explain the difference between recognizing in-person or remotely. Roy believes there is a difference in how you recognize employees in-person vs. remotely, but the principles of recognition are the same.

Recognition Professionals International’s (RPI) first Best Practice Standard for recognition programs is having a Recognition Strategy. Does your organization have a written recognition strategy? If you do, what is your recognition strategy’s intention?

I want to address what the strategic intent is behind your recognition strategy. And if you don’t have a recognition strategy yet, I will clue you in how important it is to know your strategic intentions.

In our last conversation session, I had a chance to speak with Darren Findley, president of recruitment solutions, to discuss the latest updates of the labor market. During the session, we discovered what recruiters are seeing in candidates’ expectations and how employers can improve the hiring process.  

Whether we want to admit it or not, we are all filled with biases. And, it has long been known that the hiring process is biased and unfair. Unconscious racism, ageism, and sexism play a significant role in whom gets hired.