For Global Employee Recognition Programs to be Effective, they have to be Situational.

 

Situational Recognition means you have to diagnose each individual and each desired outcome.

Providing the same recognition for everyone will guarantee an ineffective recognition process.

Let me ask you a question; if you have a new team member who just joined the organization and performed a key process effectively, would you recognize them to reinforce their progress?

Of course you would.

Let me ask you another question; if you have a two year veteran on the same team, who performs the same process, equally as well, would you recognize them the same?

I hope you wouldn’t.

The key is, after two years we should be recognizing much more significant outcomes and processes than that of a brand new enthusiastic team member.

When you focus on providing situational employee recognition, you are focusing on the individual’s ability, competence, willingness and commitment to create positive results.

Additionally, situational employee recognition means getting to know the person beyond the job they do.

Our CSI International research validates the number one thing employees want globally is to feel supported by their direct supervisor and involved in business decisions.

When it comes to providing recognition, you have to know individual personality types and preferences, as one size does not fit all.

If you give personal praise to Sally in front of the department or company and Sally hates to get up in front of crowds, is that really recognition?

Remember, situational recognition:

  • requires diagnoses
  • requires specific and timely feedback
  • should be focused on the individual likes, wants and motivations
  • operates on the premise of what motivates people, is what motivates people

Rewarding, recognizing and reinforcing the acquisition of skills, the increase in competency levels and enhanced employee commitment is  without a doubt one of the best practices any organization can employ to create intense levels of employee engagement.

P.S.

Situational recognition does not mean this holiday season providing the choice of a ham or a turkey.

Peter Psichogios is the President of CSI International Performance Group whose mission is to help companies create engaging employee and customer experiences.Prior to joining CSI International Peter Psichogios served as an executive member of one of the largest Instructional System Association companies in the world. In this capacity, he led all the front-end analysis and worked directly with Dr. Ken Blanchard, leading the large-scale E -Learning and employee engagement initiatives. Peter has been fortunate to work with the who's who of the Fortune 500 and many of the world's fastest growing companies, helping them deliver innovative learning, engagement and recognition solutions.

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