I announced last month the 52-Step Employee Recognition Plan. This is the 3rd week of that plan:
Explain why their accomplishments matter for everyone.
How do you create meaning?
You explain what matters.
What matters in an organization? Accomplishments. Any accomplishments? No. Not the accomplishments
Accomplishments in isolation are meaningless. Who knows of their grandness? Who knows of their breadth and depth? No one. A Pulitzer Prize winning novel remains an unread manuscript. The life-saving vaccine remains an unknown formula.
The all-nighter by the IT department to save the servers and purge them of a virus, a worm, or the diligence in building a secure series of protocols goes unrecognized.
The creativity, persistence and diligence by the customer service department to save that valuable customer who then turns into a loyal and volunteer sales person for the company goes unrecognized.
The savings found by the eagle-eyed accountant or CFO that serves to fund an innovative project that then adds another 5-10% of revenues goes unappreciated.
And the threads of connections that tie them into a meaningful web of relationships and conversations, projects and meetings, discussions and debates remain missing.
Unless you explain why their accomplishments matter...for everyone.
Explain why the servers remaining functioning, never crashing, always up, never down for ....any reason is why the customer service’s creativity and diligence could be delivered in a timely manner to save that customer who then generated even more revenues from a constant stream of referrals borne by the glowing testimonials of that customer who now volunteers their story to everyone who will listen.
Explain how the savings found by the eagle-eye of the accountant or CFO then served to fund the the innovation project that resulted in a new product/service/business model that generated x percent revenue growth that created more cash-flows that hired more people that funded more dependable, faster, bigger servers that meant more customers could be made happy to generate happier prospects that closed faster, converted in shorter times, that further inspired the sales staff, that made the customer service people happier, that generated prompter payments that made the CFO have the time to look closer at finding more internal sources of revenues to innovate newer solutions to sustain the growth of the company.
Explain their accomplishments and why they matter. Because they do. Because too often they labor in isolation but their accomplishments ripple through the company.
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I announced last week the 52-Week Employee Recognition Plan. This is the 3rd week of that plan.
Here is the first week: Buy them an Aeron Chair.
Here is the 2nd week: Let them organize their company party.
You can start with any week and make that your first week.
You can take one of those weeks and turn it into a month or commit to an accelerated pace and complete 6 of the weeks in one month.
You can create your own week of employee recognition. Share that journey here. Share it in your blog or Twitter or Facebook.
But do something to recognize your employees! They set your brand apart as your ultimate competitive edge. And the more you recognize their achievements, the more achievements you'll see and they'll enjoy, along with your customers and and shareholders, partners and vendors.
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