Tips for Launching a New Recognition Program

Appreciation isn't just nice—it's necessary.   Imagine completing a challenging project, pouring weeks of effort into every detail. You submit the final deliverable, and... silence. No acknowledgment. No "thank you." Just another task completed.   This scenario plays out in workplaces everywhere, leaving professionals feeling undervalued. According to a Gallup poll, only 1 in 3 workers strongly agree that they received recognition for doing good work in the past seven days.   Appreciation isn't about empty praise or generic "good job" comments. It's about genuinely honoring the work your employees do and showing them that their efforts matter.   ---7 strategies to make your appreciation more meaningful---   1. Prioritize Daily Recognition ➡Action: Set a daily 5-minute "Recognition Reminder." Use this time to send a specific, thoughtful thank-you email or give a verbal acknowledgment to a team member about their recent work.   2. Showcase Achievements ➡Action: Create a "Weekly Achievements Board" (physical or digital). Highlight team members notable accomplishments, regardless of scale, honoring the effort behind each task.   3. Personalize Your Appreciation ➡Action: Take the "5 Languages of Appreciation" quiz with your team (see comments for more info). Tailor your recognition to each person's preferred style, making your appreciation more impactful.   4. Celebrate Incremental Progress ➡Action: Implement "Progress Check-ins." Start each week by recognizing steps taken towards larger objectives, honoring the journey as much as the destination.   5. Foster Open Appreciation ➡Action: Introduce "Recognition Rounds" in team meetings. Each person shares one thing they appreciate about a colleague's recent work, creating a culture of mutual respect and acknowledgment.   6. Provide Specific Impact Statements ➡Action: Develop "Impact Statements." Regularly share examples of how someone's work made a difference, linking their efforts to organizational goals.   7. Combine Recognition with Growth Opportunities ➡Action: Combine recognition with growth opportunities. "Excellent work on X! I'm excited to see how you'll apply these skills to Y."   Appreciation is a key factor in maintaining your team's motivation and engagement.   Reflect on a time when you felt genuinely appreciated at work. What made it meaningful? Share your experience below to inspire others and foster more such moments!

Effective systems are critical for high performance. But implementing a new system can be tricky. 🔴 The Common Implementation Trap: ↳ You introduce an amazing new system ↳ A few enthusiastic teams dive in ↳ Others drag their feet ↳ Momentum dies ↳ The system becomes inefficient Sound familiar? Most managers believe a compelling presentation is enough to drive implementation. But here's the truth: understanding benefits rarely correlates with implementation success. When systems stall, the natural response is to push harder. But what if the secret isn't pushing harder, but pushing less? 🔵 The Recognition Walk-Around Strategy: We were implementing a SandBag system to remove performance barriers. One department with 23 people across 3 teams was struggling with adoption. My suggestion: use recognition walk-arounds. Here's what happened: The director took his entire team on weekly recognition walks, visiting each office. I joined their second walk-around. The energy was fascinating: Team 1: "Here's our progress implementing the system. ➨ Here are the SandBags we eliminated this week." Director: Provided enthusiastic recognition Team 2: "We were too busy to implement the system. ➨ No SandBags removed." Director: Moved on without providing recognition Team 3: "We just started this week. ➨ Removed 2 SandBags so far." Director: Recognized their initiative to start The energy it created was visible: ↳ Teams with recognition were beaming ↳ Teams without recognition felt the void The message was crystal clear: Implement = Get recognition Excuses = No recognition One Month Later: ✔️ 100% team implementation ✔️ Full engagement across all teams ✔️ System running effectively 👉 The power of this strategy lies not in what was said, but in what wasn't. The selective recognition created a natural pull toward implementation. Why This Works: ↳ Recognition generates positive energy ↳ Non-recognition creates a motivational void ↳ The energy differential creates a force that easily overcomes resistance and spreads engagement 𝑴𝒂𝒌𝒆 𝒀𝒐𝒖𝒓 𝑪𝒉𝒂𝒏𝒈𝒆 𝑰𝒏𝒊𝒕𝒊𝒂𝒕𝒊𝒗𝒆 𝒂 𝑺𝒖𝒄𝒄𝒆𝒔𝒔 Where can you use recognition walk-arounds? _____________   🔔 𝐅𝐨𝐥𝐥𝐨𝐰 Jacques Fischer for strategies to  ↳ Manage change  ↳ Evolve your culture  ↳ Strengthen leadership  ↳ Develop high-performance organizations #humanresources #hr #changemanagement

BETTER than trophies and certificates: This recognition? It comes FROM your colleagues! ⭐Peer-to-peer (P2P) recognition programs are often an UNTAPPED well for boosting employee morale, engagement, and appreciation. ⭐ In a previous role, I noticed a LACK of appreciation within the company culture. This was confirmed by exit interview comments. So, I implemented a P2P recognition program using a software called Motivosity (not a sponsored post!). This platform allowed employees to give each other small cash rewards ($1-$5+) for any reason. The impact was REMARKABLE! We saw significant improvements in employee retention and satisfaction scores. One departing employee even highlighted the program as "the best thing to happen" to their division, crediting it with fostering a positive change in culture. Tips for getting started: ⤵ ✅ Choose the right platform ✅ Promote the program ✅ Lead by example ✅ Make it fun and easy ➡ Have you experienced the power of P2P recognition? #HR #HumanResources #EmployeeAppreciation #CompanyCulture #EmployeeEngagement #PeerRecognition