One HR Leader Can Change An Organization

I was at an executive retreat last week in rural Texas with Colin Eagen of the E-Group (Washington, DC) and hosted by Pete Chambers of Inspirus and his executive team (Ft. Worth, TX). Thanks to Pete for a invigorating couple of days of enjoying the outdoors and engaging in thoughtful and passionate discussions about the exciting future of the Recognition business.

As we talked, one of the things we hit on was the fact that there are very few things that can have a major impact on every employee in an organization that aren’t decided by a corporate CEO or president. But. . .there is one thing that even a savvy HR director can do to literally change an organization, its culture, its employee engagement, and ultimately, its performance – that is to implement an enterprise-wide, workforce-recognition program.

There is so much proof that a strategic approach to recognition - based on a good recognition technology platform so that every employee is touched multiple times every year - improves engagement and business results (Gallup Consulting, Towers Watson, World at Work, etc.), that even if top management doesn’t “get” recognition, any decision-maker in HR who is willing to champion it can get a new program in place. . .and the organization will benefit greatly from that decision.

Here’s the key – new recognition technology (like that offered by our partners at Inspirus) makes it so EASY to develop a significantly better recognition process, that an undertaking that took ages just a few years ago, now can be done in 4 months or less. Think about that; one person with the guts to run with recognition can create a process that improves the lives and energy of every single employee, all while driving the culture that top executives want.

Here’s the other thing to think about - one of the directors at one of our clients did exactly what I’ve written about above and was singled out as a leader, lauded extensively and promoted for his efforts. Within a year of implementation, the Exec. VP HR noted that their new recognition system was “HR’s biggest win of the year.” Now that’s what I’m talkin’ about. . .

The Importance of GIVING Recognition

At last count, there were 4,215 books on Amazon that dealt with Employee Recognition. From what I’ve read, the vast amount of this literature is about the importance of receiving recognition. But it’s important to remember that GIVING recognition is just as important in building a recognition culture. That is because the people giving recognition receive emotional benefits, plus, they help socialize the recognition process by delivering more recognition impressions throughout the organization. Let’s take a look at each.

There is a Chinese proverb that says “a bit of fragrance clings to the hand that gives roses.” So too with giving recognition. Giving recognition is an altruistic act, and altruism has been shown by neuroscientists to be hard-wired into the brain to be pleasurable. Studies have shown that people who engage in charitable acts become happier after giving and that this feeling can last for several weeks.

As described in Shawn Achor’s “Happiness Advantage,” “The recognized employee obviously feels great, as do both the executive who made the recommendation and the executive who gets to deliver the praise. Everyone gets a mood boost as well. . .”

As far as the other benefit, socializing recognition with multiple “impressions” is important to building a recognition culture that improves employee engagement. That is because it is not just the act of recognition that is important, but it is “impressions” that are made on other people in the organization that lead people to understand that they are appreciated and cared for. . .frequently.

Managers play a key role in expanding recognition impressions as they tell others about the individuals and teams that they have recognized. This not only spreads the word, but also adds to continued good feelings for the givers of recognition, making those people happier.

Giving recognition. . .it’s as important as getting recognition.