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What is strategic recognition?

Strategic recognition is the practice of integrating recognition with other management practices, taking recognition beyond the human resources silo and leveraging its power to shape behavior at all levels of the organization. When practiced strategically and implemented incorporating all of today's technology, strategic recognition as a management practice is as different from the old "rewards programs" as Six Sigma is from last century's "quality control."



How does strategic recognition differ from typical rewards or incentives programs?

Strategic recognition takes age-old rewards programs that have been misused for nearly a century and turns it on its head. Eliminating archaic tactical and unmeasured programs, strategic recognition is the current and future for recognizing employees in a measurable, strategic way by delivering on your business goals. Strategic recognition also ties recognition into a company's strategic objectives and core values, ensuring the entire workforce's performance and behaviors are aligned.



What can strategic recognition help employers achieve?

Implemented correctly, strategic recognition is a powerful tool to drive the success of any organization as measured by improvements in operating margins, income, and customer satisfaction. By shaping employee behaviors and engaging employees, companies form a culture of appreciation that drives these gains in performance, productivity, profits, and pride.



What is culture management?

Culture management is the practice of shaping a company's culture in the desired direction of its core values and mission. Using strategic recognition as the platform, companies can enhance and define organizational culture, bring certain values to the surface, and drive a culture in which behaviors reflect organizational values and contribute to company success.



How does recognition help companies manage culture?

Culture never "just happens." Whether through direct management or benign neglect, CEOs are cascading the company culture through the organization. Everyone looks to the top to know how they should behave and perform. Active culture management starts with recognizing and rewarding employee behaviors that align with CEO expectations, resulting in a culture where everyone is encouraged and celebrated to be in alignment.



Why should companies tie recognition into its core values?

Core values serve as the company's moral compass to show employees what you stand for as an organization. Vitally, core values can deliver your competitive advantage in the market. Therefore, it's critical that core values are echoed across employees' behaviors and performance year round. This is the key area where strategic recognition can help. By rewarding behaviors that align with a company's core values, the values will be reinforced and lived throughout the organization.



Does recognition need to be public to be effective?

People show appreciation in different ways, depending on their temperament, cultural upbringing, and perception of what's appropriate in the workplace. Managers should be free to express appreciation in the way that is most comfortable for them and the way they feel would be most comfortable to the recipient.



What are the five tenets of Strategic Recognition?

  • Tenet 1: A Single, Clear Global Strategy
  • Tenet 2: Executive Sponsorship with Defined Goals
  • Tenet 3: Aligned with Company Values and Strategic Objectives
  • Tenet 4: Opportunity for All to Participate
  • Tenet 5: The Power of Individual Choice



What are some tips for praising and appreciating employees successfully?

  • Use recognition moments to reinforce company values.
  • Be quick with your recognition, linking the reinforcement soon after the behavior occurred.
  • Think about the best way to recognize, suitable to the person involved and also suitable to the level of accomplishment – take that extra 5 minutes to get it right.
  • Give employees plenty of culturally relevant reward options.