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Recognition in The Real World
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Knowledge is Power: Recognition Training Sets the Foundation for Recognition Programs That Work

Posted By David Layman, Friday, November 18, 2016
Updated: Thursday, November 17, 2016

Perhaps you’ve seen the statistics about the value of employee recognition. The statistics speak for themselves, but they only tell part of the story. For a more thorough understanding, you have to dig a little deeper.

  • According to Lynn Learning Labs, 88 percent of employees surveyed cited lack of acknowledgement as their No. 1 issue at work. Why do they think that?

  • Organizations with the most sophisticated recognition practices are 12 times more likely to have strong business outcomes, according to Bersin by Deloitte.Why is that the case?

  • A 2012 study from SHRM and Globoforce showed that peer-to-peer recognition is over 35 percent more likely to have a positive impact on financial results than manager-only recognition. How does that happen?

  • Gallup estimates that disengaged employees cost the U.S. economy up to $550 billion per year. A full 70 percent of American workers are “disengaged” or “actively disengaged,” How can employee recognition fix that?

These are just a few hard statistics backed up by thorough studies that show the importance of employee recognition and engagement to an organization’s overall success. To make a recognition program more effective it is important to understand the “why” and “how” beyond the statistics. That’s where recognition training comes in.

Recognition Training: One of RPI’s 7 Best Practices

It’s no accident that RPI included Recognition Training as one of its 7 Recognition Best Practices, because without a proper knowledge and understanding of the principles and philosophies behind recognition and employee engagement, programs lack the foundation that helps make them really work.

Leaders and employees – especially those who head up or are involved in an organization’s recognition program – need to understand the value and importance of recognition and why it works. They also need to know how to give recognition in order to do it better and become champions for the program.

RPI Training Opportunities

RPI members have access to the best employee recognition and engagement training courses available, from the basics in Recognition Fundamentals to expert certification through the Certified Recognition Professional (CRP) certification.
It couldn’t be easier to participate in RPI’s all-new Recognition Fundamentals, which is now available online. Find out more by going to: http://www.recognition.org/?page=fundamentals.

For more in depth recognition training, start your Certified Recognition Professional® (CRP) curriculum with Structuring Recognition Programs for Success (CRP I), which is now also offered online. The curriculum has been refreshed based on input from past participants and the 7 Best Practice Standards, and offers valuable content with Building a Recognition Blueprint (formerly CRP II), Designing and Implementing Recognition Programs (Formerly CRP III) and Creating a Recognition Culture (formerly CRP IV). These three additional CRP courses are available at the RPI Annual Conference.  

CRP certification helps guide participants through this Best Practice process and produce measurable benefits for their organizations. Find out more at http://www.recognition.org/?page=crp_certification.

 

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