In the times of budget crunches and work force reductions, I doubt too many managers have extra cash – or time – to be doing recognition programs.  And if programs had been in place you and I both know that these are the first programs to feel the purse strings tighten.

Try this on…Recognition isn’t a program – it’s a way of being.

There is no start.  No implementation planning committee.  It’s going to end when the last Kudos bar is gone. 

There is just you (and me!) and the way in which we choose to show up in the world.  Simple.  Hardly easy.

To incorporate recognition into your way of being there needs to be a commitment.  Every commitment starts with a belief.  A belief that it’s going to make a difference.  Think about that diet or workout program. To change my current habits, or way of being, I need to have a belief that going to the gym is going to make a difference.  Out of that belief grows commitment. So, do you believe recognition makes a difference in employee satisfaction? How about employee performance? (Hint:  the research says yes!)

I know, you’re thinking “people stop going to the gym everyday and fall back into old habits.”  You’re right, they do.  I do. This is due to my own BELIEF that this (working out) isn’t really going to make a difference. I lose my belief long before my commitment. This lack of belief, then, shows up in me sleeping in, driving thru, and not getting out to exercise. 

If you want to make a difference in the lives of those you work (and live) with, be different. It’s not any more you have to add to the to-do list.  It’s about your way of being. 

A simple thank you. A new and exciting work assignment. A time to spend with the kids. It’s the simple things that we can do every day to recognize.

What ways can you recognize someone today?

Love what you do!  Love is big; maybe it’s just “enjoy a bit more” for you.  I think that’s great.  It’s about raising the enjoyment bar a bit higher. And today, I go that opportunity to raise the bar.

At a recent recognition event for 220 people, I was able to provide a bit of community building coupled with great conversation.  In the midst of the conversation some really great things happened. 

People were asked to share stories about the last time they were recognized, or provided some recognition for someone else.  Why?  Stories help create culture.  Cultures that retain a great work force are those that have a focus on recognition. 

• Big or small.
• Elaborate or spur-of-the-moment.
• Expensive or Priceless (think MasterCard).

 Recognition increases morale.  Boosts productivity. Retains great people.  Attracts people who want to be great. 

 Companies, or just that one manager in the organization, who focuses efforts on recognition have a chance to create something where the human spirit gets to come to work.  Be productive – not, just as measured by the numbers.  But measured by the contributions.  To the bottom-line as well as the human potential. 

 To really bring the message about recognition home, I asked the group to think about someone they’d give an award to.  What would it be called? Who would you present it to?  And for what reasons?  The best part of the day was when I asked if anyone wanted to share an example of the Award they’d create. 

 Person, after person, came up to the front of the room.  A room of 220 people remember, to give public praise and present that person with the Award.  Today, I met the recipients of “Man of the Year,” “Mr. Know’s All the Right Stuff,” “The Hardest Working Unit Around,” and “Head Cheerleader.” 

 It’s not about the title – it’s about the story.  These stories of recognition and praise can happen at any time.  You don’t just need to have a special end of the year event. 

 If you could create an Award, what would it be called?

• Who would you give it to?
• For what reasons?

(okay, now go ahead and share the thoughts that are in your head with that person!)