In today’s workforce, employees have greater autonomy and influence over business outcomes than ever before. The reason? Technology has changed the way we work. Interconnectedness means that organizations rely less on hierarchical structures in favor of greater collaboration. As a result, the behaviors of individuals and the ability to influence them becomes central to every organization’s success, including a dedicated strategy for encouraging and reinforcing those behaviors.
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Your employees work hard all year long to meet and exceed the strategic goals of your organization. Their dedication deserves a celebration, and while recognition all year long is best, the holiday season is the perfect time to commend your employee's commitment to the organization.
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Our hope is that your organization has the leadership and engagement of senior leaders, managers and staff to drive recognition practices and programs. But the reality is not every organization is fortunate to have a strong team that helps initiatives or programs move forward and progress in innovative ways.
It’s important to note that when I refer to leadership, it’s not about a title. A leader is someone who can take the lead in something like employee recognition and then show others how to follow.
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Consistency with recognition requires a bit of focus and adherence to following the same principles and practices in expressing recognition, not to mention utilizing tools like online programs to help recognize others. But how on earth does one get more consistent?
Take a look at these things to think about when you want to build greater consistency in recognition giving.
