I hope you joined us last week where I shared with you the most effective and strategic ways to form a recognition crew that gains momentum for your recognition movement.
This week, I want to share with you how to take that effort and multiply it’s impact tenfold. I want to share with you how to create a recognition movement.
This is not just a “nice to do”. This is a need to do. We are in the midst of this talent shortage that shows no signs of easing until 2030 globally; our knowledge economy means talent is our greatest commodity. They’re leaving unhealthy and unfulfilling workplaces in droves, and they may not give you much notice when they do. And where does that leave you?
(And you know what? I am glad. Who else believes that if someone goes home emotionally and physically depleted is unacceptable? I’m glad we’re in an age of choice so people do not have to sacrifice their wellbeing for a paycheque; by the way, if you think I’m making too big a deal of this, read Arianna Huffington’s bestseller Thrive.)
Even if they stay, if the employee experience is not enriching, apathy can set in. Do you want employees who don’t care? How much discretionary effort do they give? How likely are they to attract prospective clients or colleagues? How many innovative solutions will they offer to longstanding problems?
So we’re all in agreement then? A recognition movement can help retain great people and fuel a healthy, productive and innovative workplace. So what’s next?
1. Form a Recognition Crew
As we discussed last week (if you missed it, you can review it here), a group of champions that you don’t have to teach, convert or convince is a fundamental vehicle for change. Who are those people that are going to make sure they’re going to shepherd recognition through the storm and keep it on the radar front and center in our incredibly busy, exhausting, often not always strategically refined operational day to day work?
2. Gamify Recognition
In our distracted society, we need to gamify experiences. And work is an experience (like it or not, seriously it is.) What are some examples? Create challenges, like giving at least one compliment every day to a colleague for a month. Send one thank-you card to a loyal customer a week and track how many positive responses come back. Create a hashtag and track how many share recognition-worthy people and situations. Heck, it can be as simple as putting a box, post-its and a sharpie challenging people to write a kind word and take a post-it in return like they do at my local Starbucks. Make it fun and people will want to engage rather than see it as just another thing to do.
3. Celebrate Small Wins
Last week I spoke about your recognition crew using a system to identify quick wins versus longer-term projects. Celebrate, celebrate and celebrate some more the small wins! Your high engagement challenge, a kudos sent to a member of the team for your efforts, a .6% drop in turnover. Anything that shows progress, acknowledge it (don’t just be the givers of appreciation; give it to yourself and accept it from others too.)
4. Make Recognition Easy
Trial tools, approaches, and resources that help make recognition easy for people. For example, a few clients told me they didn’t find giving verbal recognition very easy, so my coauthor and I created a deck of 52 compliments, instructing even our shiest clients to put a card in their pocket and find someone to give it to before the end of the day. If you want people to write notes of appreciation, provide the kudos cards or thank-you cards. If you want people to nominate people on the intranet, add a banner to the front page so, in one click, they’re on the right screen and can submit it in less than 5 minutes.
5. Make Recognition Measurable
Finally, as I reinforced last week, link your recognition efforts to business drivers. Now, many of our organizations don’t do a great job of this in general; in the book Traction, one of the key ways that organizations fail to realize their potential (whether it’s customer satisfaction, growth, product-to-market time, etc) is not consistently measuring key business drivers. How do you know it’s key? When this goes off the rails, you’re in trouble. Things like sick days, stress leaves, tenure, turnover, are all human resource variables directly tied to how valued people feel (and how much they are recognized), yet ask most leaders who have access to this information how the organization is currently fairing and they don’t know. It’s not because they’re falling asleep at the switch; they are usually overwhelmed in firefighting mode they can’t get to the important stuff. Put a transparent and regular process in place to measure what you would expect would improve with recognition. Not only will it validate your efforts are paying off, you’re more likely to recognize even more to keep improving the metrics.
I have a lot of clients who get really disheartened when I tell them it takes seven to 10 years to create culture change. Think about it: shifting culture is like turning the Titanic (now, don’t get morose as we all know how that story turned out…) The good news is, for something like recognition, I’ve seen hundreds of examples where this micro organization change creates a culture shift in a much shorter period of time. The longer you wait, the longer your culture shift will take. So what are you waiting for?
Want more help and ideas to leverage the exponential power of recognition in your culture? Reach out to us at firstname.lastname@example.org and I’ll be sure to share some additional resources we’re sure will help.
Want to check out more resources about how you can recognize other’s greatness? Check out these articles: