The Value of Consistent Recognition in the Workplace

Celebrate You

In the beginning of this year, we explored the importance of simply saying, “thank you” to employees on a regular basis.We shared this thought based on Simon Sinek’s book, Leaders Eat Last: “the most successful leaders consistently put aside their own interests to protect employees, actively demonstrate their support for colleagues and employees, and actively listen to employees.”

Doing these things “consistently” is key! Leaders who say thanks as much as possible, and who make recognition a regular, year-round priority create an environment of genuine care. Clearly, we know that recognition is a powerful tool for employee engagement.

Defined as any tangible expression of appreciation for an employee’s demonstration of the organization’s desired behaviors, recognition can be empowering, often propelling people to increasingly higher levels of engagement.

Therefore, we believe that leaders should engage in at least these two broad types of recognition:
1.) Sincere, every-day acknowledgement for “going above and beyond” in daily tasks
2.) Special moments and opportunities that focus on larger accomplishments and significant milestones

Let’s look more closely at our philosophy on recognition:

At Infinis Consulting, we believe that leaders should be out in the operation, away from their desks, on a regular basis. Our long-standing workplace culture already sets the tone and creates the expectation for how employees interact with each other on a daily basis, and recognition happens daily as we acknowledge each other for demonstrating one or more of our Four Keys Basics.

These everyday interactions and small, sincere acts of saying, “thank you” – when consistently delivered – provide the necessary foundation upon which larger, more significant recognition events can occur. For example, to commemorate their excellence of service with the company, leaders present their team members with special-edition pins that attach to their name tags and unique statues that signify reaching these milestone. Leaders often make the presentation of these items into a “special moment” for the team member, personalized to that individual’s desire for public or private recognition.

Ultimately, it’s important to remember that recognition is a powerful tool that can be used to encourage and reinforce your organization’s desired behaviors and great leaders make it a regular, year-round priority. To learn more about how you can increase employee engagement and retain your talent pool, contact us.

How do you recognize and celebrate the contributions your employees make every day?

How to make your brand promise meaningful to your employees

 

 

 

A woman and a man on a business lunch in a restaurant

In a recent IThink post, we shared four things a brand promise needs in order to drive true customer loyalty. Together, these make up the building blocks of an effective brand promise—one that has the potential to connect emotionally with customers and is the basis on which lasting relationships can be formed.

But, as we all know, making a promise is just the first step. To successfully drive true customer loyalty, you must also be able to consistently deliver on the brand promise over and over again—something that will require everyone in the organization to become brand managers and brand ambassadors who understand why, and know how, to apply the brand promise to their daily decisions and actions.

In fact, at Infinis Consulting, we believe and teach other business professionals that the brand promise belongs to everyone in the organization, and it must be central in all business decision-making.

However, through our work with other organizations, we often see this common mistake: companies sometimes struggle to deliver on their brand promise because they tend to focus resources disproportionately on the external communication of the promise (i.e., promoting to their customers) rather than devoting necessary resources to the internal communication to, and equipping of, the people (their employees) who are critical to delivering the brand experience.

An authentic brand promise is much more than a simple poster on a wall (which no one probably reads anyway). For it to be delivered consistently, time after time, across all touch points, a brand promise must be made meaningful for all employees.

To do this, review your brand promise and ensure that it is:

  • Simple – Easy for everyone to understand and state in his or her own words.
  • Realistic – Something that all employees believe they can deliver consistently.
  • Actionable – Something that can be translated into clear and concrete actions.
  • Indicative – It clearly demonstrates: “What you will do, and what you will not do.”

Your customer experience is dependent on the people delivering it. These four tips can help ensure that everyone in the organization is prepared to deliver on your brand promise.

To know how can we make your organization’s brand promise more meaningful for your employees? contact us