If you want to win football games, it’s simple. Just look at what Tom Brady does, and do that. If you want to make money, study what Warren Buffet does, and copy it.
If only life worked that way. It does not.
In his recent webinar hosted by RPI, noted recognition expert and researcher Brad Shuck, PhD, notes that copying the practices of what other successful companies have done to reward and recognize employees doesn’t always work. Your efforts are more successful when they are rooted in principles, not practices.
“Recognition is not about parties or casual Fridays, it is an underlying message of value that tells people they matter,” said Shuck, who is an associate professor of human resources and organization development at the University of Louisville.
In his new RPI-sponsored webinar, entitled “New Rules of Recognition: Moments You Can Leverage,” Shuck tells his audience that successful recognition is less about individual initiatives and more about creating a strong winning workplace culture that can be sustained over time.
“There are lots of ways to recognize employees, but what are the optimal ways to do it?,” he asks early in the presentation, then proceeds to answer his own question.
Shuck believes strongly in the concept of Employee Value Proposition (EVP), which asks why a talented person would choose to work in a given workplace. EVP puts the responsibility on the employer, not the employee, and it strongly encourages not only getting talented people in the door, but keeping them engaged once they are in the door.
He states some important numbers related to EVP, noting that 93 percent of employees who feel recognized and appreciated say they will go above and beyond on behalf of their employer and 91 percent are unlikely to leave.
“EVP breeds and fosters creativity, and encourages employees to give their best ideas,” he said. And creativity is at the heart of his call for a principle-based strategy around employee recognition. It’s easy to look at a renowned company like Google, which famously offers employees three meals per day and has offices with rooms for gaming and napping, but that model is not one that every office can easily or practically replicate.
By objectifying the practices of other companies, Shuck feels you may miss the human element, hence his call for focusing more on principles and establishment of organizational culture rather than focusing on the practices that others use to attract and retain good people.
The full webinar is available free to RPI members in the RPI Learning Center. For more of Dr. Shuck’s insights, his Twitter handle is @drbshuck.