“How do I create buy-in for a formal recognition strategy?”
In last week’s blog I tried to answer the first of three question we’ve been asked lately; how to avoid a mutiny when you’re forced to remove popular perks from your recognition and rewards program?
This week’s blog post provides some pointers to help with the second most common question we’re hearing lately…
“How can I convince leadership to invest in a formal recognition program?”
Despite the fact 92% of corporate leaders say culture drives business value, too many executives seem to be chasing engagement vs putting the necessary building blocks in place.
Sound familiar? Here are some persuasive things clients have done to open the discussion and create buy-in for a new recognition strategy.
- Find a champion. Who on your leadership team “gets” the importance of investing in people? Find someone you can work with to influence other senior executives.
- Research successful companies. Ask your personal and professional network about their company’s recognition programs. Find a couple companies in your area and find out how they are successfully motivating and engaging their employees.
- Have Lunch. Facilitate a casual meeting with a senior leader at this company and your CEO. Real-life employee stories AND business results are needed to show the measurable and immeasurable benefits of viewing employees as both performers AND people.
- Be Prepared. Arm yourself with a well-thought out recognition strategy and proposal that addresses:
- Why your company needs a rewards & recognition program or why it needs to improve the existing program
- The hard costs of NOT investing in recognition
- Recommended solutions to address specific HR challenges and KPIs
- The suggested technology and timeframe
- The cost and anticipated return on investment in recognition
Are you one of 42% of companies with a formal Summer Friday policy? In a competitive job market, half-day Fridays can be a competitive advantage in retaining and recruiting top talent. The gift of time is also a visible way to support a focus on wellness and work-life balance, while being shown to boost morale, productivity and business results! Hard to argue with this business case!