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When recognition program owners ask, “how much recognition should you give to people?” they are seeking a one-size-fits-all approach to recognition giving. Knowing when and how frequently to give praise can become confusing. Here is what you need to know about how much recognition you provide employees.

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.

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.