Courting Recognition: Life Lessons for Business

By Kory Schramm, Corporate Communications Manager at ITAGroup

When an individual goes through life, one tends to reflect on years and dates with special meaning. Moments in history that define who we are and what we can become. Often, one significant event triggers others that will forever be etched in our memories. As I type the words you now read, one year – a short blip in my life – continues to stir my thoughts and influence my reflections.

The year itself is irrelevant (my subtle way of avoiding thoughts about my age). What happened in that year, and the parallels I draw between the two, is where I believe your interest will lie. So what two big events took place in this year that now wanders my subconscious?

1. I got married to the woman of my dreams.
2. I switched careers, and first started writing articles and talking to FORTUNE 500 companies about the value of their people and the impact of their performance.

While both have been at the core of my daily existence since, not until this article have I paused to draw parallels between the two. And I’ve purposely decided to do more than that. I’ve attempted to connect the stages, elements and actions that led to and surround each so you can apply the concepts to your business. Simply stated, this article outlines how best practices used in courtship can be effectively applied to business performance and the act of employee recognition and reward.

Lesson One: Assess the Playing Field
In order to find the perfect companion, one needs to assess the playing field. A critical step is understanding where you are and where you want to be. What features, interests and expectations should serve as decision-making criteria, and how are the criteria prioritized? Long-term potential should be taken into consideration, as well as the personal investment required to begin a relationship that will be mutually beneficial, engaging and enjoyable.

Similar in fashion, addressing your business performance needs begins with an assessment. You need to identify current performance metrics that are inconsistent with the immediate and long-term objectives of your company. Your corporate performance gaps, or pain points, should be validated and prioritized in order to determine the best strategy to implement. And you need to be willing to dive deep, assessing business strategies, corporate culture, data analytics and audience perceptions simultaneously to pave the way for a performance improvement solution that delivers a healthy return.

Lesson Two: Get Executive Buy-in
Buy-in from those closest to you is an important step in any relationship. This could be a parent, another relative or a close friend. Now keep in mind, it is important to understand there is a “passage of time” element in using the dating analogy. I don’t mean to imply that you need to bring dad, grandma or football pal, Joey, to a social event to give their blessing before you start conversation. But, at some point during the process, getting buy-in is important. After all, your short-term objectives and long-term happiness are balanced and put into perspective by those who know you the best. You have a personal connection to them and, whether realized or not, you will take their cues for sculpting your own feelings.

In business terms, a recognition and reward strategy without executive buy-in will under perform. Success requires management to be actively involved in strategic design and reinforcing the long-term commitment to employee engagement and people performance management. When employees and partners see their executives committed to an effort, there is a much greater chance that they will personally form an emotional connection to the initiative. Aligning designs to goals and ideas to actions is critical for moving your organization forward.
 
Lesson Three: Be an Effective Communicator
One learns early on in courtship that communication is critical. The concept goes beyond notes passed in study hall, text messages or Twitter postings. Effective communication requires the right content. Words and imagery that enable the recipient to attach emotional meaning to what you deliver will inspire them to take action. Effective communication also requires two-way dialogue. A relationship will only grow and prosper if both sides understand the others views, expectations and passions.
 
When it comes to employee initiatives, an effective communication strategy is often the key to success. Using a consistent campaign incorporating a variety of mediums, your company can engage employees, motivate them to action and effectively recognize their efforts. The more your employees understand their role in your company’s success, the more likely their actions are to be positively influenced.  

Lesson Four: Never Stop Learning
If you stop and think about it, relationships require constant learning. Whether on a first date or fifty years into marriage, understanding the emotional triggers of those around you is important. What type of messaging do they prefer and what delivery method is most effective? What are their passions, their interests and those topics or things you should avoid? How is attitude and outlook today different from yesterday? To get the most out of a relationship, one must be willing to listen, be open to change and be mindful of learning opportunities that present themselves.

You would soon get writer’s cramp if you began jotting down all the factors that impact business performance. Regardless of how long the list would be, the exciting thing to realize is the list of opportunities to learn would be just as long. Training and recognition and reward programs go hand-in-hand. Every time a company has knowledge to be shared, an employee program can serve as a perfect platform to communicate, reinforce and reward. A company that has created and reinforced a culture of recognition (which includes its own list of training opportunities) opens the door to endless possibilities to further align their people with their goals. New products, new processes, wellness initiatives, sales referrals, employee referrals, certification – these, and many others, become learning-based elements that can be effectively incorporated into a recognition and reward platform.

Lesson Five: Effectively Manage the Process
When there are two in the equation (not to mention kids and in-laws), effectively managing the day-to-day calendar is critical to happiness and sanity. Important deadlines, hectic travel schedules and financial management all come into play. Even the best at multi-tasking quickly learn that flawless execution can’t be done alone. Success hinges on planning, organization, communication and flexibility.

Effectively managing the process is just as important when it comes to successfully operating a recognition and reward program. You will benefit from a strategic partner supporting your program’s daily activity and providing direction to all those involved. As you and your people concentrate on core responsibilities, your performance improvement company can be analyzing trends, delivering regular updates and recommending program enhancements. The right system will enable program trends to be tracked and analyzed from day one, while a robust service center will enable your participants to receive reliable, unwavering support.

Lesson Six: Think About How You Recognize and Reward
I can’t recall a time I’ve tried to silently recognize someone or have given my wife cash to let her know how much she means to me. Instead, don’t we all put those dearest to us up on a pedestal and let the light shine on them for a while. We send the cards and make the phone calls on Mother’s Day. We do a toast in front of family and friends. We endure immense anxiety by inviting a dozen children to an indoor playground for your child’s birthday party and help them get their new toys out of parent-proof packaging by untwisting those annoying wire ties with a smile. We show our appreciation with mementos, diamonds and vacations. Let’s face it – recognition is a big deal, and we all find creative ways to do it.
 
So why doesn’t this logic always carry over to business? Too often in the workplace, open and consistent recognition is an after thought. No platform is available for peers to show appreciation and thank others for efforts aligned with corporate objectives. Recognizing and rewarding with cash seems like a good idea until recipients begin expecting more and performance improvement has stalled. In today’s world, employees want recognition and rewards that connects on an emotional level. They need something that grabs their attention, creates an experience and builds personal esteem. They want something to smile about.

Lesson Seven: Continually Measure Your Success
In life, there is the right path and then there is the path that will lead you into the proverbial doghouse. Chances are you will be told you are getting close to or have arrived at the later. Strong relationships require ongoing measurement. Checks and balances enable all parties to recognize needed changes or exciting opportunities. An important element is open dialogue, which enables short- and long-term plans to be defined. And if you are still early on in the relationship-building process and find yourself struggling, taking an inventory of what is and what is not working will enable you to make the needed adjustments and ensure a bright outlook moving forward.
 
In business, things change. Continually measuring your program’s success and benchmarking its design to your company’s core objectives will a strategy that is flexible and financially justifiable. Consider participant feedback, operational performance, participation and return on performance as the proof you need to not only continue your program, but expand it to gradually incorporate other initiatives and focal areas vital to your business.

At the beginning of this article, I talked about the significance of those “moments in history that define who we are and what we can become.” What are those moments for your company and your people? I hope you are pausing to recognize the precious times that mean so much, including the achievements, anniversaries and accomplishments that form the fabric of any company. A truly incredible gift we have on earth is that of meaningful relationships. I encourage you to step out of your office or cubicle today, walk around to those individuals working every day towards the same goals you have been tasked with and say thank you. Only then will you experience the awesome power of recognition.

Kory Schramm is Corporate Communications Manager at ITAGroup, a leading full-service performance improvement company. To learn more, you are invited to view an electronic version of the Employee Recognition and Reward Resource Guide at www.itagroup.com. You may also request additional information by e-mailing ideastoaction@itagroup.com.