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Recognition in The Real World
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Takeaways: Why Teams Need Emotional Intelligence

Posted By Ava Ewald, 5 hours ago

RPI works to educate about recognition practices, developing their 7 Best Practice Standards based on experience and academics. Human connection is now more important than ever in the face of COVID-19. Anne Loehr, Executive Vice President for the Center for Human Capital Innovation, facilitated a webinar for RPI on March 16. She gave us more insight into the importance of emotional intelligence. Here are some of the main ideas she presented:

 

1)      Emotional Intelligence is the strongest predictor of performance

According to Anne, research done on emotional intelligence shows that this is the strongest predictor of work performance in employees. Salespeople for L’Oreal who proved to have high emotional intelligence sold approximately $2.5 million more product and Pepsi reportedly added $3.5 million of value to the company because of emotional intelligence.

-          PepsiCo CEO Indra Nooyi was visiting her mother in India when people began stopping by to congratulate her mother on her daughter’s position at PepsiCo. The pride her mother felt inspired Nooyi to write thank-you notes to her employees’ parents.

-          Microsoft CEO Satya Nadella is regarded as having high EQ. After an attempt to create an artificial intelligence bot went wrong and created a PR nightmare, Nadella told the team to keep going, and that he was with them.

 

2)      The quad

Anne explains that there are four components of emotional intelligence that people should be aware of: self-awareness, self-management, social-awareness and social-management. The first two ask you to identify your emotions and what you are feeling so you can properly manage your outward actions. The second two ask you to better identify emotional actions of others and respond to those emotions. The key is being aware and managing emotions for yourself and reacting thoughtfully to others’ emotions.

  

3)      What makes teams successful

MIT found that successful teams have five emotionally intelligent qualities:

-          There is an equal measure of talking from everyone in the group. No one person controls the conversation, and no one is overlooked. An equal amount of talking also shows that everyone feels comfortable sharing their ideas.

-          The members of the group face each other. When someone is talking, other group members are actively listening and positioned toward that person.

-          Everyone interacts with everyone else in the group. This means that each person has conversed with each person on the team. These relationships make the team stronger.

-          Conversations happen outside of meetings. Team members should be so passionate about their projects that they elect to have outside conversations with each other.

-          When one group member finds a new piece of information, they share it with the group so that everyone has the same information. Sharing related articles or a link to a webinar shows a team mentality because members are helping educate each other.

 

4)      Tips

Anne wrapped up her webinar with some tips on how you can improve your emotional intelligence.

-          Take stock of the emotions you are feeling and identify them. When you understand what you are feeling, you can better control how you react to others.

-          Notice gaps in your emotional intelligence. Anne’s example: if your body language does not match your internal emotions, work on outwardly showing those emotions.

-          Work on listening more to others. This has always been important, but emotionally intelligent people spend more time listening than talking.

-          Respond, do not react. As Anne puts it, “A reaction is knee-jerk; a response is intentional.”

-          Have more empathy. Make a conscious effort to pay attention to people’s emotions and respond appropriately.

 

You can gain access to this webinar in RPI’s Learning Center.

Tags:  emotional intelligence  recognition 

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How Top Companies Reward Employees

Posted By Ava Ewald, Thursday, March 26, 2020
RPI developed its 7 Best Practice Standards® to help your organization recognize your employees and increase overall engagement. Standard 1 is recognition strategy and standard 2 is recognition training. Learn how to reward your employees in the best way possible — read on to see how some of the top companies are doing it so that you can implement it into your training process.

 

Apple

Apple is said to reward independent thinking. They routinely reward employees with stock, product discounts and volunteering incentives. Additionally, they throw parties for their employees such as the annual Apple Beer Bash which has featured Weezer and Falloutboy.

 

Zappos

Zappos is well-known for their recognition programs. There is the “Zollar” program, where employees can earn Zollars by helping others or doing particularly good work. Employees redeem them at a little store with company swag. They also have employee-to-employee rewarding where co-workers can give each other $50. They definitely top the list of creative rewards.

 

Google

Google has their “gThanks” program, where employees are encouraged to shout-out other employees when they have done something great. There is also a peer bonus program, where co-workers can nominate each other for cash bonuses. Google has a wide variety of awards, big and small, to help motivate their employees.

 

O.C. Tanner

O.C. Tanner creates employee recognition software, so it makes sense that they made Fortune 100’s “Best to Work For” list. According to Life Hack, they use a lot of fun rewards such as merchandise, gift cards and trophies. They also lean hard into employee-to-employee recognition.

 

Amazon

In his first letter to shareholders, CEO Jeff Bezos explained that employees should act like owners. He also outlined a long-term strategy for keeping talent. “Amazonians,” as employees are called, receive long-term stock options. Additionally, after one year at the company, Amazon will pay 95% of the tuition for courses that teach skills that are in-demand, even if they are not relevant to Amazon.

 

Become an RPI member! Learn how here.

 

To learn more about RPI’s 7 Best Practice Standards, click here.


 

Tags:  recognition  rewards  RPI 7 Best Practices 

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How to Engage with Employees Remotely

Posted By Ava Ewald, Thursday, March 19, 2020
Updated: Thursday, March 19, 2020

In an increasingly flexible and technologically advanced professional world, working remotely is becoming typical of the modern workplace. However, COVID-19 has made working remotely more common for organizations that haven’t done this previously across their entire workforce. RPI strives to educate and empower employers to recognize employees wherever they may be, leading to better employee engagement.

 

Lisa Massiello, CRP, is the Design & Governance Manager on Wells Fargo's Enterprise Recognition team and past RPI President. Her company has had virtual staff in place for years, and Lisa shared some relevant insight based on her experience making sure that employees feel recognized remotely, too.

 

1.      Hold check-in meetings

Even if it is a quick 30-minute Zoom meeting about how everyone’s weekend was, that connection is more important than ever when employees are remote. It can be hard to maintain company culture remotely, but meetings like these can reinforce the feeling of community.

2.      Send a quick note

Send a quick email to check in, say thank you, or ask how someone is doing. Try to mimic little check-ins you may do in the office. This can give space for employees to give feedback or ideas.

3.      Emphasize listening

Listening to others becomes much more difficult when meetings are done remotely. Try to give every employee in an online meeting the opportunity to speak so everyone feels heard. It Is more important than ever for employees to be engaged in meetings.

 

Do you have ideas for how to make remote work more effective? Email info@recognition.org and we’ll share with the community.

 

If you are a premium member or business partner of RPI, you have full access to our Learning Center with over 60 on-demand webinars, you receive member rates on our virtual conference offerings from last year and you get discounts on CRP courses online. We will continue to develop online resources for our community; the infrastructure is already in place to serve our community online, year-round.

 

Check Out RPI’s Online Resources including our NEW Resource Center - https://www.recognition.org/page/resource-hub  

Blog with Weekly Posts - https://www.recognition.org/blogpost/1286329/Recognition-in-The-Real-World

 

Get FREE Access to Chester Elton’s Online Course in March

For the month of March, we are offering you FREE access ($35 value) to our online course from Chester Elton on All In: How Great Leaders Develop a Culture of Belief and Deliver Big Results.

Teaming up with research giant Towers Watson, #1 bestselling author Chester Elton presents the findings of an unprecedented 300,000-person study conducted in the worst of the recession for his book All In. Based on this breakthrough research and his extensive consulting experience with a who’s-who of successful organizations, he presents a simple roadmap that all managers can follow to create a high-achieving culture in their own teams where employees are engaged, enabled and energized.

Go here https://rpi.ce21.com/item/all-great-leaders-develop-culture-belief-deliver-big-results-308997 and use ThankYouMarch as the promo code for access for the month of March only!

 

Become an RPI member! Learn how here.

To learn more about RPI’s 7 Best Practice Standards, click here.

 

Upcoming Webinars

RPI's March 26, 2020 Webinar - Register Here
Webinar: Increase Your Emotional Intelligence (EQ)
Presented by Anne Loehr, Center for Human Capital Innovation

RPI's April 23, 2020 Webinar - Register Here
Webinar: Why Most Employee Recognition Programs Don’t Work (and What to Do About It)
Presented by Dr. Paul White

RPI's June 25, 2020 Webinar - Register Here
Webinar: Five Trends Shaping the Employee Experience
Presented by Theresa Harkins CRP, Inspirus, LLC

RPI's September 24, 2020 Webinar - Register Here
Webinar: Generation "THEM": Managing a Multi-Generational Workforce
Presented by Kristin Scroggin, genWHY Communications

RPI's November 19, 2020 Webinar - Register Here
Webinar: Resolving Conflict
Presented by Phillip Duncan, Experience Global

 

 

Tags:  engagement  recognition  remote work 

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A Simple Breakdown Of Rewards

Posted By Ava Ewald, Wednesday, March 11, 2020
Updated: Wednesday, March 18, 2020

RPI is a thought leader in recognition practices. Its 7 Best Practice Standards® provide guidelines to help you build and sustain a great recognition program. When starting your recognition program, it can be overwhelming to even think about where to start. In this post, we will go over rewards, which falls under Standard 1: recognition strategy.

 

There are a few different ways you can recognize employees. Awards, rewards and incentives are all wonderful ways to show your employees that you care. According to Merriam-Webster, rewards are “something that is given in return for good or evil done or received or that is offered or given for some service or attainment.” This is different than incentives (which are things given once a specified goal is met) and awards (which are not given in response to one particular action).

 

How do I start?

According to Entrepreneur, the best way to approach rewards is to identify behaviors you want to see in your organization. Do you want employees to come in late less often? Improve customer relationships? Innovate?  Your answers will serve as a great jumping-off point for rewarding. However, it is also important to consider the strengths and areas of improvement for each individual. Consider discussing goals with them to see where they want to improve and allow that to inform when and how you recognize them.

 

What can rewards do?

If you know about RPI, you are surely aware of the great benefit of awards, rewards and incentives. A recent Cornell study echoed much of the research and content in RPI’s Resource Hub. It stated that recognition practices increase job satisfaction and productivity in the workplace. Overall, recognizing employees makes them feel valued and part of the larger mission of the organization.

 

How are rewards different from incentives?

It is important to know the purpose of each recognition method, and that each has its own role in building a culture of recognition in your organization. Ovation Incentives’ blog gives a great explanation of the difference. Both reinforce behavior you like to see, but because incentives are given once a goal you set is met, rewards are a great way to recognize ideas that are not your own.

Hopefully this quick explanation of rewards can help you better implement them into your organization. Comment below with any questions or ideas you have for rewards!

 

Become an RPI member! Learn how here.

 

To learn more about RPI’s 7 Best Practice Standards, click here.

 

 

 

Tags:  incentives  recognition  rewards  RPI 7 Best Practices 

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3 Takeaways: Culture By Design

Posted By Ava Ewald, Friday, March 6, 2020
Updated: Thursday, March 12, 2020

This post covers some brief takeaways from the RPI February 2020 webinar presented by Alexander Lovell, Director of the O.C. Tanner Institute.

 

1.      Focus on talent magnets

Modern employees can research your organization online via platforms such as Glassdoor. Because of this, Lovell stressed the importance of organizations having “talent magnets.” These include possessing great leadership, a defined purpose, clear opportunities for growth, success, employee appreciation and a focus on wellbeing. He stated that these are all things that attract top talent to your organization when achieved well.

-          Companies with these factors are 4 times more likely to have engaged employees.

-          They are also 7 times more likely to have employees who innovate.

 

2.      Consider any burnout in your organization

According to Lovell, burnout is an issue that cannot be ignored. In fact, in May 2019, the World Health Organization classified burnout as a serious syndrome tied to workplace stress. Lovell said to watch out for a few indicators of burnout in your employees: exhaustion, futility or cynicism, and avoidance of workplace activities and culture.

-          Organizations that make it a goal to provide regular positive experiences to their employees are 13 times more likely to have engaged employees.

 

3.      Old leadership methods are dead

Lovell stated that old ways of leadership are not effective anymore. No longer can leaders expect success by gatekeeping, directing and evaluating. Leaders today need to act as mentors to their employees, help them develop professionally and make professional connections. Regular one-on-one meetings with employees are a crucial aspect of modern leadership as they give you the opportunity to check in with employees and see how you can best support them.

-          33% of employees dread meeting with their leaders

-          One-on-one meetings should happen monthly at the very least

-          These meetings have shown an 84% reduction in burnout

 

RPI Practitioner members and Business Partners get complimentary access to this webinar on-demand in the Learning Center along with 50+ other webinars and assets to drive your recognition strategy.
 
Read more about RPI's 7 Best Practice Standards® here.

Register for upcoming webinars here.

 

 

Tags:  recognition  RPI 7 Best Practices  webinar 

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A Simple Breakdown of Incentives

Posted By Ava Ewald, Friday, February 28, 2020
 RPI is a leader in recognition program development, creating 7 Best Practice Standards® to help your organization successfully build its own recognition program. Standard 1 is recognition strategy. Incentives are a great way to recognize your employees. We will break down what this looks like below.

 

According to Business News Daily, incentives are more important than ever in today’s competitive job market. Motivating your employees can help you retain them and create a lasting impression for your company.

 

What they are:

An important thing to remember is that incentives are not rewards. Incentives are bonuses, prizes or experiences that are given on the condition that an employee or team meets a goal, while rewards are given to someone who has achieved something without a prize motivating them. Incentives can be implemented based on a point system, customer feedback, sales or something else. There are many creative incentive programs out there to help you motivate your employees.

 

What they do:

Incentives are an extremely powerful motivator for employees. Introducing a fun competition invites employees to be more engaged and go the extra mile. A 2018 Cornell University study demonstrated that these programs also significantly improve job satisfaction.

 

Ideas to get started:

Identify goals for your employees. Once you know what changes you would like to see, you can start building your incentive program. Fast Company gives some excellent examples of incentive programs you can use for your employees. There is a lot of room for creativity in these programs. Make them fun!

 

Want to learn more about recognition programs? Become an RPI member today!

Learn more about RPI’s 7 Best Practice Standards here.

 

 

Tags:  incentives  recognition  RPI 7 Best Practices 

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Rewards Versus Incentives: How Are They Different?

Posted By Ava Ewald, Thursday, February 27, 2020

 RPI created its 7 Best Practice Standards® based on a wealth of knowledge and research in order to help you build or better your recognition program. Standard 1 is recognition strategy and Standard 2 is management responsibility. Both are key to carrying out a successful recognition program. Below you will learn more about the differences between rewards and incentives.

 

The terms “incentive” and “reward” are often mistakenly used interchangeably, and it is crucial to understand the difference between them when crafting a successful recognition program. Here, we will break down both.

 

Incentives:

According to Merriam-Webster, the definition of incentive is “something that incites or has a tendency to incite to determination or action.”

 

Incentives are set in the hopes of motivating employees to achieve something rather than giving them a reward after they have already done something. These programs are great ways to boost morale, teamwork and job satisfaction because they set a goal. Fast Company gives a few great examples of ways you can incentivize your employees.

·         Offer a monetary bonus for anyone who can produce a well-thought-out plan to grow or better the company.

·         Adjust employees’ schedules so that their workday is based on how long it takes them to complete tasks, not a set 9 am-5 pm window. This has the potential to make employees much more efficient.

·         Rethink how you offer equity. The article suggests giving more equity based on the worth of the company rather than how long the employee has been there. This incentivizes everyone to work toward bettering the company.

 

Rewards:

According to Oxford Dictionary, the definition of reward is “a thing given in recognition of one's service, effort or achievement.”

 

Rewards are a great way to recognize an employee who has already done something great. They can make your employees feel appreciated and build a positive workplace community. Forbes suggests a few ways you can do this.

·         Giving a sincere “thank you” is so simple, yet so effective. Taking the time to tell an employee how much you appreciate them in person can go a long way.

·         Recognize an employee in front of their coworkers via email, in a meeting or at a company event. This not only instills a sense of pride but also demonstrates what behavior you want to see.

·         Pay attention to their interests and give them rewards you know they will like. For example, if they love baseball, leave a few tickets on their desk.

 

Want to learn more about recognition programs? Become an RPI member today!

Learn more about RPI’s 7 Best Practice Standards here.



Tags:  incentives  recognition  rewards  RPI 7 Best Practices 

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Why Recognizing Employees on Social Media is so Important

Posted By Ava Ewald, Thursday, February 20, 2020

RPI’s 7 Best Practice Standards® were developed based on a wealth of knowledge, experience and academic sources. These practices were designed to help you build a successful recognition program. The first standard is recognition strategy and the second standard is management responsibility. You have the power to create a culture of recognition. Here is why you should include social media in your strategy:

 

1.       It is a natural environment for millennial and gen-z employees

Incentive Magazine wrote in an article about the prevalence of social media among millennials. In fact, three-quarters of them spend 1.8 hours on social media every day. Millennials have made their way into the workforce and gen-z is arriving. These generations have grown up using the internet and are thus accustomed to interacting online. While sending out a tweet or Facebook post thanking an employee for their good work may seem impersonal, it is actually a highly effective way to meet employees where they are.

2.       It is convenient

A lot of us have either a smartphone or a laptop in front of us at any given time. All it takes is a minute or two to send out a tweet. This can go a long way coming from the official company social media accounts. Remember to make your recognition as specific as you can with the character limit. The clearer you are about what you are recognizing, the better. The employee feels like you have paid attention to their work and you further your standards and values for your company.

3.       It helps your brand

Mashable highlighted an example of how social media can help a brand. A Best Western hotel created a Facebook page “Wallace Should Win” for an employee who was nominated for an industry award. A great number of their guests visited the page. This not only helped Wallace’s campaign, but also brought positive publicity to the hotel. Obviously, this is an extreme example, but using social media to show how much you value your employees will help your brand be seen as positive and collaborative.

4.       It builds community

One of Nielsen’s Global Trust in Advertising Reports found that 92% of people trust earned media, meaning recommendations and information from their peers. Social media has proven to be a powerful tool for building community. By harnessing the power of social media to recognize and encourage employees, you are building your community.

 

Tips from Incentive Magazine:

-          Be consistent. Recognizing employees on a regular basis via social platforms can show that recognition is something employees should expect. It can be a great motivator.

-          Use pictures. If you have a recognition event or an awesome conference — share it!

-          Make posts searchable with a unique hashtag so you can keep a record of your recognition online.

-          Start discussions on social platforms. Engagement is key to a successful social media strategy.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

Tags:  recognition  RPI 7 Best Practices  social media 

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20 Creative Ways to Recognize Your Employees ​

Posted By Ava Ewald, Tuesday, February 18, 2020
Updated: Tuesday, February 18, 2020

RPI has created its 7 Best Practice Standards® based on a plethora of academic research and expert knowledge. These standards were designed to help you create and thoughtfully execute your recognition program. Standard 1 is recognition strategy. Here are ways that you can take your strategy to the next level and recognize your employees in thoughtful, creative ways.

This information is based on a few sources: an article for Inc. written by Sam Caucci, the CEO of 1Huddle (a game-based employee training platform), Snack Nation’s blog, and an article by Forbes.

 

1)      Front parking spot for a week

Who likes a long walk from their car to the office? Almost no one. Mark a parking spot for a particularly engaged employee. Picking an employee every week to park in the special parking spot could be a great way to help you make a habit of recognition.

2)      Decoration Budget

Give an employee a budget to redecorate their desk or update some office décor. This one is particularly great for employees who love design and organization.

3)      Choice of team lunch

Team lunches are already a great way to recognize employees but giving an employee the choice of what to bring in adds another level to the recognition.

4)      Adventure experiences

Studies show that giving employees the opportunity to experience something cool like ziplining, riding a rollercoaster or playing laser tag is much more memorable than cash.

5)      Movie morning in the office

Reward a team with a movie in the morning. As a bonus, thank an employee by letting them choose the movie to watch with the team.

6)      Prize Wheel

Gather a collection of prizes ranging in value. For example, a $5 gift card, company merchandise or portable chargers up through iPads, nice headphones or a weekend getaway. Create a prize wheel to spin for these prizes at a company celebration.

7)      Call their family

During the week, the majority of an employee’s waking hours are spent away from their family. Do not hesitate to pick up the phone and call an employee’s significant other, sibling, parent, or grown child and tell them how much your employee means to you. Even better — invite them to a celebration where the employee is being recognized!

8)      Puppy parties

Everyone loves puppies. There are many services (like this one in the Twin Cities) that hire out their puppies for a few hours so your employees can relax and have fun.

9)      Bring your dog to work day

Another dog idea — allow an employee to bring their dog into the office. This not only benefits the employee, but also their peers as they get to enjoy having the dog around! It might be best not to grant this to multiple employees on the same day.

10)   Meal prep membership

Services like Hello Fresh and Blue Apron deliver kits with all the ingredients to prepare great meals at home. Save your employees time and money by gifting them a meal kit membership.

11)   Mail a birthday gift to their house

Keep a list of your employees’ birthdays and mail a small gift to their home. Receiving it in the mail at their home adds a personal touch that they will not forget.

12)   A shiny trophy

Give your employee or team an actual trophy to recognize their work. Everyone wants to feel like a champion. This is a cost-effective and fun way to show your employees how much you appreciate them. You can find trophies on Amazon for less than $20.

13)   A life-sized cutout

Show off a model employee by ordering a life-sized cardboard cutout of them and placing it in the lobby. This one would bring a lot of laughs.

14)   Fix their watch

Recognize your employees by offering to have them bring their watches to you to get them fixed. It seems that most people have a broken watch lying around and fixing them will also help your employees always be on time!

15)   Create a sticker of them

Print out stickers of a great employee and hand them out at a meeting.

16)   Guest speaker

Bring in an inspiring guest speaker to motivate your employees and give them a well-deserved break!

17)   Themed lunches

Take the classic team lunch up a notch by throwing a themed lunch! Plan an Italian lunch with pasta, music and flags. Maybe you want to get even more creative and base a lunch off a movie — Breakfast at Tiffany’s breakfast or Cloudy with a Chance of Meatballs meatball lunch.

18)   Concert tickets

Pay attention to your employees’ favorite bands and artists and do not hesitate to reward them with some tickets to their favorite show.

19)   Hair cuts

Hire a barber for the office for a day and give your employees complimentary haircuts.

20)   Food truck lunch

Organize to have a food truck in the parking lot for the afternoon.

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here

 

 

Tags:  recognition  RPI 7 Best Practices  strategy 

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How to Make a Habit of Recognition

Posted By Ava Ewald, Tuesday, February 18, 2020
Updated: Tuesday, February 18, 2020

RPI is at the forefront of recognition practices. RPI’s 7 Best Practices were developed based on a wealth of knowledge, research and experiences to educate about how to create a successful recognition program. Standard 1 is recognition strategy and Standard 2 is management responsibility. Both standards are crucial in developing a program to help your employees become more engaged. Read below to find out how you can make a habit of recognition.

 

According to Psychology Today, habit formation “is the process by which new behaviors become automatic.” This can be good or bad. Things like smoking, drinking or eating too much junk food in the middle of the night can be habits you want to break, but good habits are what you want to build.

 

Making a habit of recognizing your employees will build a positive culture and foster engagement. Forbes and Non-Desk Matters offer some tips on how you can achieve this with your team.

 

1)      Acknowledge good things when you see them

Make a habit of vocalizing your appreciation for nearly everything. If you like what you see, make sure that whoever is involved is aware. This not only motivates employees and makes them feel appreciated, but also reinforces good behaviors and company values.

·         Encourage others to do this as well. Peer-to-peer recognition helps bond your team and foster a positive work culture.

2)      Set daily goals

Setting goals is key to any outcome you want to achieve, but make sure you can handle them every day. This will look different for every workplace. For example, if you are a particularly busy manager, you could make it a goal to simply tell three employees a day why you appreciate them. If you have employees who often work at home, make it a goal to send out one card a week to an employee’s home.

·         Set aside time every day to focus on recognition. Even if it is 5 minutes of walking around the office and saying good morning to your employees.

3)      Take one employee out to coffee every week

This is a casual, relaxing way to recognize an employee. Run out for half an hour for a fun mid-day break. You will get to know that employee better and give them a chance to talk to you in a more casual setting.

4)      Make it clear that you are open to feedback

It can be intimidating for employees to tell a manager what they think. Make it clear you are open to your employees’ thoughts and feedback. Ask them what they think or how they would change the way things operate.

·         Find creative ways to listen to your employees. Have “office hours” where your door is open to anyone who wants to chat.

5)      Get organized

Keep a list of who you have recognized recently and/or a calendar of employees’ birthdays, anniversaries, etc., so that you stay on top of your recognition strategy.

 

Remember, like anything, the more you practice, the better you get!

 

 

To learn more about RPI’s 7 Best Practices click here.

Check out our new resource hub here!

 

 

Tags:  engagement  habit  recognition  RPI 7 Best Practices 

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