Recognition Tips
Recognition “Don’ts”
When making a recognition presentation, be careful of these potential pitfalls
Being Unprepared - Take time to do this right. Just a few minutes preparation is all that’s need to make this a high point for your recipient. Of course, learn the recipient’s preferred name. Learn some things about his or her accomplishments. And, easiest of all, ask other people to make comments.
Embarrassing - The best way to lighten things up is to be friendly, cheerful and sincere. If there’s a lighthearted story or anecdote—one that you feel would be appropriate to bring up—ask your recipient about it first. And don’t embarrass shy employees. They may prefer private recognition.
Legal Trouble - Don’t make any promises or say anything that could get you or the company into legal trouble, like “We’re looking forward to working with Sally for many years to come,” or “Alan’s really guaranteed his place in this company.” Also, never make remarks about a person’s age, gender, race, appearance, religion, etc.
For more information on making great presentations, read The 24-Carrot Manager.
Recognition “Dos”
When making a recognition presentation, there are a few simple rules.
Invite Others - schedule a timely presentation and invite peers and other coworkers to join in the celebration. There’s a reason why movie award shows and Olympic medal presentations are watched on TV by millions. Seeing an recognition ceremony inspires us to recommit to our own goals.
Be Specific - For recognition in your organization to be strategic, rewards should recognize results that reinforce company values and business objectives. The award presentation provides an opportunity to connect actions and expectations and instill company values into the hearts and minds of employees. By making specific comments about the recipient’s accomplishments and how they support corporate values, the recipient is honored and company values come to life for everyone in attendance. Try telling a story to bring a specific contribution to life.
Link Accomplishments - After talking about the individual, talk about the company’s values and how the individual’s above-and-beyond efforts demonstrate those values. Reinforce that the recognition that is taking place is a reward for the employee’s efforts that exemplify specific values. Inspire other employees by making it clear that positive above-and-beyond performance is valued.
Recognition is most effective when it is:
Positive, Immediate, Close, Specific, and Shared
Positive - managers sometimes use a recognition presentation as a time to talk about how far someone has come, or how they could have done even better. This is not the time or place. Comments must be postive and upbeat.
Immediate - too often by the time an employee is recognized for a job well done, weeks if not months have passed. Obviously the closer the recognition to the actual performance the better.
Close - recognition is best presented in the employee’s work environment among peers. Invite the person’s team members and work friends to attend.
Specific - a great presentation is a time to point out specific behaviors that reinforces key values.
Shared - typically, recognition comes from the top down; however, recognition that means the most often comes from peers who best understand the circumstances surrounding the employee’s performance. Peers, as well as managers and supervisors, should be able to comment during the presentation.
