In our review of what organizations are doing to optimize recognition this year, we learned that innovators are focused on helping managers improve their ability to deliver meaningful recognition. As one recognition leader put it, “We have the technology infrastructure in place. What we need now is to help people, particularly managers, better understand how to deliver recognition experiences that are meaningful.”
While widespread adoption of social recognition platforms has occurred, growing at a compound annual growth rate of 12.5% since 2018, the recognition programs and support delivered via these platforms become stale over time and need to be revitalized to remain fresh and relevant.
As the pandemic continues to take its toll in health, economic and emotional terms, employees everywhere need to hear that their contributions are valued. With virtual interactions now the primary form of engagement between many workers and their managers, meaningful affirmations that were once conveyed face-to-face are now delivered online. What managers say and how they say it matter now more than ever.
Our latest report, The Sound of Leadership, presents insights and expert advice on how managers can use verbal interactions to improve employee engagement and their sense of appreciation, purpose and belonging.
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.
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The coronavirus has more people working from home than ever before. To those now forced to work remotely come both benefits and personal stresses. One area that many companies have not adequately prepared for is how to best recognize newly remote employees.
