Building Your Recognition Muscles – How to Keep Recognition on Track Throughout the Year

It's that time of the year. Health clubs and gyms are busy with the onslaught of people who have decided the new year is when they will finally focus on fitness and health.

Building Your Recognition MusclesIt happens year after year. Folks start out with enthusiasm, motivated to create a new reality for themselves, but over the course of the year that enthusiasm falls off - gradually for some, and quickly for others. The regular fitness buffs sometimes even avoid the gym for the first month or two of the year, until the resolution-based users begin to fade away once again.

Unfortunately, the same thing often happens with employee recognition.

When a new program kicks off, or an exciting, high-energy recognition-oriented event is held, the ensuing weeks are filled with a flurry of "thank you" and “you’re awesome!” notes. Managers give away points like candy, as well as little items of appreciation and a box of doughnuts on Friday. But before long, it’s less and less frequent, until few, if any, are participating anymore. So, just like in the gym, we begin to build our muscles but that progress goes out the window and we become flabby once again.

So, how do we build our recognition muscles, and how do we keep it constant, vibrant and top-of-mind throughout the year?  Just like in fitness, it’s important that recognition is regular and frequent with a lifetime of benefit.

Here are just a few tips for maintaining top recognition fitness:

  1. Again, make it frequent – For it to be truly effective, recognize employees on a regular basis. It’s been proven in a number of studies that the best response comes from receiving some simple form of recognition every seven days.
  2. Schedule it! – We all get busy, but don’t let recognition fall through the cracks. Whatever program or platform you use for scheduling, why not schedule days and times on your calendar for recognizing your team?
  3. Don’t Wait! – There’s no time like the present. Studies have shown that on-the-spot recognition is highly effective.
  4. Be unambiguous! – What is the specific action or behavior you are rewarding? Don’t just say you are rewarding someone for being productive. What was the exact thing the employee did to contribute to the success of a project or goal of the team?
  5. Make it heartfelt – When rewarding or recognizing someone, let them know how much it meant to you and how it helped you or the team and tell them immediately. This will let them know your appreciation is genuine.

Most of all, if you stay motivated about recognizing your team throughout the year, you will build a healthy recognition regimen, and in turn, keep your team motivated and strong.

Need help taking some steps toward engagement through recognition? View this FREE On-demand Webcast!

 

 New Call-to-action

At C. A. Short, we are your partner for increased employee engagement resulting in increased performance outcomes to grow your bottom line. Our process and research-based platform help you engage your team in order to increase your bottom line, motivate your staff to the benefit of the entire organization, and reward your people for the positive changes they make. To request a Complimentary Consultation, please click here. 

Topics: Employee Recognition, Instant Award Recognition

Scott Russell, CRP

About the Author
Scott Russell, CRP

Enterprise Engagement Analyst

As an Enterprise Engagement Analyst, Scott works with clients of C.A. Short Company to build metric driven engagement, recognition and safety programs, while also working to build new programs and diversified partnerships.

Subscribe to Email Updates

 

35 Ways to Influence Corporate Culture and Increase Your Bottom Line CTA

Ruth Ross, From Mundane to Magic: The Power of the Engaged Workforce