Thank you for sharing this today thru LinkedIn, Marcel! I'm actually meeting with HR later today to discuss our broader recognition programs/ideas for improvement, so this was incredibly fortuitous.
One question which popped into my mind - Due to the remote nature of my team, a lot of times I'll hear about a team member's achievement/praise worthy action second hand from their peers on the team. In the past, I've urged said the person who alerted me to use our recognition system to thank the person themselves instead of me writing it, with the explicit goal being to create an atmosphere where team members acknowledge each other's labor/efforts. Would this data suggest it would be better to mix things up occasionally, with me sometimes taking ownership of writing the thank yous? I do my own too, but want to follow best practices as best I can.
First off, how was your meeting with HR? Hopefully productive.
Great question. The data suggests these recognition efforts are initiated by leaders, of course, who embed them into the culture. One caveat: If the current cultural climate is one where praise and recognition is not a ritual or "norm," I always advise my clients to model the behaviors you want to see in your team members. Otherwise, employing a "recognition system" may feel like yet another "top-down" HR strategy to get people to comply.
Since you're remote, can you balance using tech with the human element of recognition? The impact of spoken words is MUCH greater than text-based forms of recognition. I'm obviously making an assumption here.
Finally, I think to your point, research shows that peer-to-peer recognition is actually more effective than manager-to-employee. I would be VERY curious as to why they're not using your recognition system and alerting you instead. A simple feedback tool to capture some sentiment might be useful here.
Any of this help?
Marcel
P.S. - Not a pitch, but 1:1 coaching might help you.
Thank you for sharing this today thru LinkedIn, Marcel! I'm actually meeting with HR later today to discuss our broader recognition programs/ideas for improvement, so this was incredibly fortuitous.
One question which popped into my mind - Due to the remote nature of my team, a lot of times I'll hear about a team member's achievement/praise worthy action second hand from their peers on the team. In the past, I've urged said the person who alerted me to use our recognition system to thank the person themselves instead of me writing it, with the explicit goal being to create an atmosphere where team members acknowledge each other's labor/efforts. Would this data suggest it would be better to mix things up occasionally, with me sometimes taking ownership of writing the thank yous? I do my own too, but want to follow best practices as best I can.
Thank you again for your time and efforts!
First off, how was your meeting with HR? Hopefully productive.
Great question. The data suggests these recognition efforts are initiated by leaders, of course, who embed them into the culture. One caveat: If the current cultural climate is one where praise and recognition is not a ritual or "norm," I always advise my clients to model the behaviors you want to see in your team members. Otherwise, employing a "recognition system" may feel like yet another "top-down" HR strategy to get people to comply.
Since you're remote, can you balance using tech with the human element of recognition? The impact of spoken words is MUCH greater than text-based forms of recognition. I'm obviously making an assumption here.
Finally, I think to your point, research shows that peer-to-peer recognition is actually more effective than manager-to-employee. I would be VERY curious as to why they're not using your recognition system and alerting you instead. A simple feedback tool to capture some sentiment might be useful here.
Any of this help?
Marcel
P.S. - Not a pitch, but 1:1 coaching might help you.