Tags
entitlements, gifts, hr, human resources, recognition, reward, spot bonus
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Rose Stanley wraps up our WorldatWork TV series on variable with an overview of recognition programs.
As always, please share your thoughts in the comments section.
Best,
Rory
Rory – I tried to keep up with this video in order to document and keep track of the number of flat-out falsehoods and completely wrong-headed advice in this 8 minute video. This video should be titled – “Every myth, lie and incorrect assumption about Recognition in one place.”
It is no wonder we have a problem with recognition and engagement in our companies today if companies follow this information.
Contrary to what this “expert” has said…
Recognition is not cheap.
Most spot awards are NOT cash.
Recognition is not part of “variable pay” – it is not pay at all!
Awards are NOT Gifts! These are earned.
Recognition can have a pre-set objective so they are NOT all non-goal oriented.
I can’t keep up with all the problems with this video. Why this women is considered an expert when so much of what she says is simply incorrect and wrong.
I’m guessing she has never designed or run a recognition program but has read all the research on the internet and is now trying to sound like an expert. If you are planning recognition within your organization I can say without hesitation – DO NOT follow about 90% of the advice and information in this video. She only got two things right – make it personal, and make it based on behaviors.
That firs sentence should have read…. I tried to keep up with this video in order to document and keep track of the number of flat-out falsehoods and completely wrong-headed advice in this 8 minute video but I can’t type that fast.
Hi, Paul.
Thanks for the insight here. I think you make some really good points.
Two caveats: I don’t have a strong enough handle on the market at large to speak to what percentage of spot awards are cash and so won’t disagree with you in your assertion here. Conversely, our picture of the market in any given situation is only as good as the data we’re using as a reference point so perhaps this isn’t a matter of right vs. wrong (she may just working with different data that tells a different story).
I would also argue that recognition *can* be cheap (i.e. a visit and speech from a senior leader to your department and a casual day at the office as recognition for meeting a tough business objective), but perhaps what you were saying here is that it isn’t *typically* cheap (in which case I agree with you).
With that said, thank for highlighting that recognition is – by definition – not pay. Also thanks for highlighting that recognition is not always non-goal oriented (to your point I can think of one such instance at a company I worked for in which just the opposite was the case).
Best,
Rory