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I have judged nominations submitted to Recognition Professionals International (RPI) to merit their Best Practices Awards for the last 15 years. You learn a great deal when you see what organizations are doing to comply with RPI’s seven best-practice standards.

The impact of the onboarding experience cannot be underestimated. While traditional onboarding covers new hire paperwork, reviewing benefits and job training, the entire experience should be more personalized to create a great first impression. A poor onboarding experience can leave a new employee questioning their choice and quickly looking for employment elsewhere. Our 2022 Job Seeker Survey Report asked survey respondents, "How will your onboarding experience affect your decision to stay with the company?" and 74% said the first day will affect their decision to stay for over a month.

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.