We have been associated with the HR
industry for years and years, interact with HR professionals daily, and been
involved in countless planning sessions for employee recognition with HR teams.
We see every day what’s working in the workplace and what’s not, especially
from the standpoint of employee recognition, improvement and performance. We offer the following five practices you
should consider stopping now so you can focus your energy and resources
elsewhere and have a better employee recognition solution. These all boil down
to essentially stop over-complicating things.
Eliminate Difficult to Operate
Programs: You design and implement programs that
you want employees to love and want to use, it shows you care about them. Don’t ake it so difficult to use them that
they perceive it as punitive.
Stop Adding Apps on Apps: Different
technologies come across your desk daily. From our standpoint, we see the “new”
and “best” and “most featured” employee recognition platforms introduced all
the time. Every supplier is vying for a
piece of the recognition budget and will develop the ‘end all and
be all’ of recognition platforms to get yours. Stop cobbling them together
putting one on top of the other. In
recognition, the simplest is usually the best.
Truth be known, probably only about 10% of the available features built
into all recognition platforms are ever used.
Shun Superficial
Recognition: It’s time to get rid of recognition
awards that most employees don’t want. Train supervisors to find out what they
do want and give them of choice of things that they consider important to
them. Garage sales are loaded with the
trinkets and trash of the past. What may
have motivated their parents and grandparents don’t motivate the employees of
today.
Throw Away Employee Surveys:
Ask quick and short questions and listen more frequently and then
implement steps or technologies that drive the action.
Blow Up Silos: With the proliferation
of digital technologies it is expected and necessary for all systems to
interact. Recognition across departments
and peer to peer recognition are excellent ways to help decrease the problems
with silos.
For more information on
Ultimate Choice Inc.’s products or services or other white papers please
contact us at Ultimatechoiceinfo@cox.net
