an easy breezy employee recognition program

The 12 questions that measure the most important elements of employee engagement and its impact on the outcomes.

a “quick win” recognition program to jump start the new year, aiming to motivate staff and send the message that the business intends to make positive changes starting with investing in the staff.

The Recognition Gap

Praise is rare in most workplaces. One poll found that an astounding 65% of Americans reported receiving no recognition for good work in the past year.  With that, most us don't give or receive anywhere near the amount of praise that we should.  This translates to less productivity, and in many cases, disengagement. 

 

On the flip side, great recognition and praise can immediately transform a workplace. Studies show that organizational leaders who share positive emotions have work groups with a more positive mood, enhanced job satisfaction, greater engagement, and improved group performance.

 

In their research, the global management consulting company Gallup, found that individuals who receive regular recognition and praise:

  • increase their individual productivity,

  • increase engagement among their colleagues,

  • are more likely to stay with their organization,

  • receive higher loyalty and satisfaction scores from customers.

 

Sincere and meaningful recognition and praise increases the morale of any organization.  Managers and employees who actively spread positive emotions, even in small doses, will see the difference immediately. 

The Theory of the “Dipper and the Bucket”

Each of us has an invisible bucket.  It is constantly emptied or filled, depending on what others say or do to us.  When our bucket is full, we feel great.  When it's empty, we feel awful.  So, we face a choice every moment of every day: We can fill one another's buckets, or we can dip from them. It's an important choice - one that profoundly influences our relationships, productivity, health, and happiness.

Through a series of workshops and course work, the management team will:

 

  • Benchmark their positivity for continued measurement throughout the training and beyond,

  • understand the Bucket Dipping theory and the importance of recognition,

  • understand and implement 5 strategies to bring the Bucket Dipping theory to life in their work area, and

  • master their recognition toolkit.

 

 

Once the management team is equipped with their learnings and tools, the program will be rolled out to the company through a town hall type meeting.  Tools and communication touch-points will be provided to HR and the managers to help to more successfully implement and navigate the program.

How Full is Your Bucket?


 

 

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