Too often, recognition and rewards programs you have in place are not top of mind for many people. And when employees themselves are not on board with recognizing others, you know you’ve got a problem.
What does it take to raise the importance and value of recognition?
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When looking to implement an RPO program, it’s important to know that no two RPO programs are the same. This is not a ‘cookie cutter’ situation. An implementation should be adapted to your organizations needs and with any project, solid preparation can save time & minimize risk in the long run.
There are several moving parts with implementing any type of RPO program. Risk for confusion and miscommunication is extremely high and to minimize that risk and have a smooth transition, it is best to have the following:
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We live in a world that is increasingly focused on personalization and customization of our individual experiences. For example, in e-commerce, everyone from Amazon to Netflix to Spotify is delivering experiences that are personalized to the interests and behavior of the individual using the service. Marketing has long used personalized approaches to create target advertising based on customers’ past shopping behavior. The initialization process for any consumer electronics involves personalizing the look and operation to the user’s preference. At this point, it is a basic expectation that products and services can be personalized to the needs, interests, and behaviors of the individual.
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Do you resist giving employees recognition? There are a lot of excuses for not acknowledging the great things they do from "Someone else will do it," to "Why do I have to say something?" - the list goes on. But what if no one stops to recognize. The results could be detrimental to an organization. Roy Saunderson, chief learning officer at our sister company Rideau shares his thoughts on the topic of overcoming the resistance.
