Start a Recognition Program with Baudville Recognition Themes
Recognition can get started in your organization quickly and effectively! Our recognition experts have created branded recognition themes so that you can have a recognition program up and running in no time at all! To start recognition in your organization, follow these simple guidelines:
1. Align recognition themes with your company values. For recognition themes to be effective, they should always align with your company’s values. What do your values look like in action? Create a list of behaviors and actions that exemplify your company goals. This will help employees know what to strive for.
2. Determine your objectives. What do you hope to achieve by implementing recognition themes at your organization? Increased employee morale? Improved innovative thinking? It’s important to be able to measure the progress and success of your recognition program.
3. Choose a Baudville theme. Now you’re ready to find recognition themes that will help you accomplish your objectives. Knowing your company values and objectives, you can choose a theme that recognizes the behaviors you previously identified. We have almost 100 recognition themes available on our website.
4. Make a great first impression. Introduce the new recognition program to company leaders and managers. Their excitement and enthusiasm is crucial to the success of the program! Do as much as you can to get them onboard with the new program as they are often the primary recognition administrators.
5. Communicate. Communicate. Communicate. When it comes to your recognition program, it takes the entire team to make it work. Be transparent with your plans for the program, and the team will come together to make it a success. Remember: you can never over-communicate to staff about your recognition program.
6. Consider employee preferences. Baudville’s recognition themes empower you to create a program that best fits your organization’s culture. Because nobody knows your employees better than you, think about how your employees want to be recognized. Not familiar with your employees’ recognition preferences? Ask them!
7. Observe your program. As your new program gets off the ground, observe how employees respond to the rewards and recognition themes you’ve selected and if managers find it easy to practice. You will need to be flexible to the feedback you receive. Understand that every program requires some tweaking from the start and be open to changes.
8. Celebrate. As team morale improves, sales increase and employee satisfaction soars, celebrate as a team. The new milestones you hit will be a result of the employee recognition you’ve implemented and the team spirit that’s resulted. Recognize the benefits recognition has had on your organization, and look to implement more!
Case Study: Essential Piece Theme Put into Action
Baudville’s recognition themes allow you to creatively design your own custom recognition program – making it a perfect fit for your organization and your people. For a California school district, the Essential Piece theme created a movement of appreciation throughout all seven schools! Read more about their monthly Essential Piece award!
Valuing Others: A Strategy for Success
Recently, my son’s baseball team ended a very successful season with a gathering at his coach’s home. The highlight of the afternoon was when the coach passed out the hard-earned trophies and certificates of appreciation to his players. What made this ceremony so special was the coach’s presentation. He not only praised the entire team for their hard work, talent and tenacity, but he also recognized every player for his unique contributions. He called them by name, told each player how he mattered to the team and gave unique nicknames that honored who they were and their contributions.
When my son received his accolades, you could tell by the gleam in his eyes and the bright smile on his face that this mattered to him. Throughout the season, the coach’s regular recognition for his players played powerfully into the success of the team and the players’ desire to excel, not only for individual achievement, but for the entire team.
If there is any universal human need, it is to be valued. Being valued gives individuals a sense of purpose and being an integral part of a larger whole – of being included. When individuals are given regular, consistent and genuine praise, they will give their all to achieve individual and corporate goals. It doesn’t take much to truly create engaged employees, just a few mindful and meaningful words here and there on a consistent basis. Do this and watch the positive results flow.
Steve L. Robbins, Ph.D. is the "Chief What if?" Officer and Owner of S.L. Robbins and Associates, a diversity, inclusion and leadership consultancy firm with clients that include: Toyota, Pepsico, Boeing, NASA, Mayo Clinic, Chevron and a host of others. For more information, visit www.SLRobbins.com.