Best Practices for Delivering Recognition

Best Practices for Delivering Recognition

“On-the-spot” recognition

  1. Be timely and spontaneous (“immediate recognition”)
  2. Personalize the message; be sincere
  3. If sending email, cc to supervisors and/or colleagues when appropriate
  4. Encourage everyone participate in on-the-spot recognition
  5. Enhance the recognition by presenting it at a team meeting or informal gathering; for those observing, this also provides an example of how and when to give recognition
  6. Put it in writing – handwriting
  7. Keep the recognition appropriate in size for the achievement

Commit (not so) Random Acts of Recognition

  1. Recognize people for work that forwards the mission, goals, initiatives, values of the organization
  2. Managers can (and should!) support, encourage and model recognition for their staff
  3. Recognize others by showing respect, asking for input, giving feedback, providing opportunity or training, just saying “thank you”
  4. Be fair – acknowledge similar achievements with similar types of recognition (the exact same recognition for everyone isn’t necessarily fair recognition)
  5. Beware of “stealth” recognition. Providing donuts and coffee at a meeting may not be understood by employees as recognition. It’s important to be explicit about the “why” of recognition whatever form it may take
  6. Recognize both individual and team efforts
  7. Public vs. private presentation – know the recipient’s preference
  8. Consider carefully who should deliver the recognition. From whom will the recognition have the most meaning and impact?
  9. Define and communicate the criteria for recognition – at all levels (on-the-spot to Infinite Mile)
  10. The gift or event is to enhance the recognition, it is not the recognition