The Key to Recognition Success? Your Managers!

Think about the best boss you’ve ever had. What made them stand out? Chances are, they didn’t just manage – you felt recognized and appreciated under their leadership. That’s the power of meaningful recognition, and it starts with managers. 

In our current work environment, employees seek a greater sense of purpose. When managers make recognition personal and relevant by celebrating achievements, small and large, employees feel valued. Here are four tips from our Trendicators Best Practice Report on Revitalizing Performance-Based Recognition to get your managers to step up recognition: 

1. Ensure Accountability 

One of the toughest parts of running a recognition program is getting managers to actually use it! A great way to address this is to educate managers on how and when to recognize. Recognizing excellent work in the moment has way more impact than waiting weeks - or worse, never saying anything at all.  

2. Utilize Budgets 

Some managers don’t fully utilize their reward budget – we observed that they tend to use only 35% of the available points budget. If managers aren’t using their whole budget, it might be time for leadership to step in and remind them why recognition matters. 

3. Incentivize Managers 

Let’s be real – managers have a lot on their plates. They not only have their own work to do, but they’re working hard to support their team and manage any issues that arise. It’s no surprise recognition isn’t always at the top of their list! One way to keep recognition top of mind is to design your program to recognize and reward managers who actively participate and utilize 100% of their budget. 

4. Make Recognition Personal 

Personalized rewards make all the difference. Things like a spa day for an overstressed employee or an impromptu team outing when the group is out of sync, send a message that their work is important and appreciated and that their management cares about their well-being.  

No matter the case, managers must be timely when recognizing specific actions or behaviors and their positive impact on organizational goals. Are you looking to breathe new life into your performance-based recognition programs? Start with our Trendicators Best Practice Report on Revitalizing Performance-Based Recognition.