I announced in May, 2010, the 52 - Week Employee Recognition Plan. This is the 41st week. The lesson this week is:
Reviews should be celebrations with plans for more in the future.
Awright. Who here loves giving reviews? Raise your hand. Anybody?
Awright #2. Who here loves receiving reviews? Raise your hand. Almost no one.
See the connection? Or the disconnection?
See the alignment? Or the dis-alignment?
First off: Annual reviews. Really? You can go 365 days without recognizing the accomplishments of those around you? If you can, then...probably stop reading now.
Every day is an opportunity to recognize, review and reward the right decisions. Every day. Every day you have a chance to reinforce the decisions that align with your purpose. Every day you have a chance to connect and re-connect with those whose decisions align their strengths, talents and move towards their shared purpose.
Or not.
A daily review like this is an effective tactic.
And a structured review brings the strategic. I am agnostic about procedures. There’s the 360 degree review, the Topgrading review, strengths-based...There are gazillions of books and theses and articles written on which review process to use.
Here are some questions that might help make a review a celebration and end it with plans for more celebrations:
- What did you/we accomplish, individually and together?
- What did you/we learn along the way, individually and together?
- Did anything hold you back? How can we remove that?
- How did these accomplishments move us along our goals?
- What should our goals be in the future?
- What else do you need to reach them?
- Why are those goals important? How do they align with you, us, where we’re going?
- What's a meaningful reward when we reach those goals?
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You can start with any week of the 52 - Week Employee Recognition Plan 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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