Part of
making a meaningful, engaged culture is the way we appreciate and recognize the
people on our team. Everyone wants to know how their efforts and contributions made
a difference to the company success and the customer’s loyalty.
“All leadership is appreciative leadership. It’s the capacity to see the best in the world around us, in our colleagues, and in the groups we are trying to lead.” David Cooperrider
Here are
some great ways to create a culture of recognition:
Define what should be recognized
When you
begin to think about a recognition program for your culture, it is important to
establish the expected results. Managers need to articulate and define the
expected behaviors that would be recognized as a job well done in their
company.
Behaviors can range from increasing revenues, cost-cutting to receiving
a positive comment/feedback from a customer or to simply helping another
coworker. When the goals and outcomes are clearly defined, the more people in
the organization have a better idea as each person will understand how to
deliver the performance expected of him or her.
Educate you employees on your
Recognition Efforts
Another
important aspect of creating a recognition culture is our ability to mentor our
team about their efforts. We need to take the time to ensure they understand
our expectations and what the company places value on.
The best way to ensure
their understanding is to seek their feedback on new initiatives they would
like to be part of. They should be part of the on-going dialogue of a recognition
culture. As a manager, you need to seek others’ feedback because not everything
can be viewed the same way for all people in the organization. If the feedback
loop is working effectively, then the people reach consensus on the program.
Encourage Peer to Peer Recognition
Employees
should be encouraged to recognize their peers’ hard work as well. Managers can
encourage everyone in our organization to get involved and find ways to share
recognition with their colleagues.
As more and more organizations flatten their
organizational charts, the more opportunities for employees to notice each other
efforts. The recognition of peer to peer can be very informal, just simply
sharing feedback on someone’s great work and communicating how valuable their
ideas and hard work contributed to the bottom line.
The recognition from
coworkers helps facilitate a culture of engagement that stresses each person’s strengths
to the overall big picture.
Recognition
programs in recent years have been placed on the back burner as companies focused on cutting costs and eliminating jobs, but now more and more
companies want to build a culture of engaged and recognized culture that can
impact every aspect of the company’s bottom line.
Please share some of your ideas on how to create a culture of recognition:
No comments:
Post a Comment