Page 13 - ESM18.1
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R ecognition
Darcy Jacobsen, Content Analyst, Globoforce
Excellence
Why Social Recognition
Isn't a Popularity Contest that lasts a lifetime.
very once in awhile I’m approached by a wild-eyed providing employees with scissors at their desks is
reader in the grips of a terrible fear…a fear that encouraging them to go around stabbing each other. When a reward is needed, choose one that keeps on rewarding. Our products are
Esocial recogniton will turn their company into a In fact, every award is subject to an oversight process
mutual admiraton society or a high school popularity that involves pre-award approvals and post-award more than a gift; they help enrich our lives. They help us become better storytellers by
contest and devolve into some sort of playground accountability. Awards must have reasons, and the
“Sharks and Jets” dodge-ball shootout. award message is a built-in justfcaton mechanism. capturing meaningful moments for us all to share. It’s these moments that enrich us
There’s no opportunity for abuse to fourish.
Usually it’s no trouble talking these folks of the
ledge, because this is never what actually happens CHECKS AND BALANCES and inspire us to reach for excellence. That is the true reward.
in real social recogniton. I can tell you this from our Recogniton doesn’t invent culture out of nothing…
years and years of experience in running these types it merely taps into the culture you already have and
of programs. gives you tools to visualize that culture, strengthen Find a Nikon product for everyone at nikonusa.com/rewards.
But misinformaton does have a way of making it and beter align it with your values. The truth is,
the rounds, doesn’t it? common sense is the number one safeguard for the
integrity of the system. I hazard very few of us are
Whenever I see people fear-mongering about
social recogniton, I’m reminded of the furry of sitng on a company full of criminal masterminds
waitng to abuse the system. As with anything else,
panic in the 1930s, when people wanted to ban educaton is paramount to proper use – partcularly
entertainment and mass media. They believed
something called the “hypodermic needle theory,” where cultures are diferent. Either way, recogniton is
which posited that people were zombies who would simply a tool in the hands of your managers, leaders
unthinkingly reenact everything they saw or heard. and employees, and it’s no more subject to abuse than
That theory assumed that “the media’s message is any other tool you provide them. In fact, because it’s a
a bullet fred from the ‘media gun’ into the viewer’s powerful way to inculcate values and ethics, it will go
further than any other tool to encourage honesty and
head.” If that panic had prevailed, radio, television and discourage abuse.
the internet probably wouldn’t exist.
Luckily, people are smarter than that, and that RECOGNITION IS PREDICATED ON TRUST
panic was disproved and became obsolete – just like If you don’t trust your employees, you have a much
this one will. That’s because we all understand that bigger problem than recognition. As I mentioned
sophistcated, powerful tools must always be used above, ways to flag abuse are built into the system,
thoughtully. A recogniton platorm is no diferent. and patterns can be spotted by administrators. In
Here are a few reasons why good recogniton isn’t order to reap the full benefits of recognition – for
a popularity contest: strengthening culture, cultivating cross-functional
relationships and driving effective commitment – it’s
BUILT-IN OVERSIGHT important to empower employees and give them
A best-practce recogniton program is inherently social an active role in appreciation, and to trust them to
and invites the partcipaton of all employees. But behave like ethical adults. Offer them a voice and a
it’s incorrect to think that partcipaton immediately role in building and maintaining your culture, and
equates to a free-for-all. That’s like saying that your mutual trust will pay off in spades.
continued on page 28
12 engagement strategies Vol.18 Issue 1
12 engagement strategies Vol.18 Issue 1
Darcy Jacobsen, Content Analyst, Globoforce
Excellence
Why Social Recognition
Isn't a Popularity Contest that lasts a lifetime.
very once in awhile I’m approached by a wild-eyed providing employees with scissors at their desks is
reader in the grips of a terrible fear…a fear that encouraging them to go around stabbing each other. When a reward is needed, choose one that keeps on rewarding. Our products are
Esocial recogniton will turn their company into a In fact, every award is subject to an oversight process
mutual admiraton society or a high school popularity that involves pre-award approvals and post-award more than a gift; they help enrich our lives. They help us become better storytellers by
contest and devolve into some sort of playground accountability. Awards must have reasons, and the
“Sharks and Jets” dodge-ball shootout. award message is a built-in justfcaton mechanism. capturing meaningful moments for us all to share. It’s these moments that enrich us
There’s no opportunity for abuse to fourish.
Usually it’s no trouble talking these folks of the
ledge, because this is never what actually happens CHECKS AND BALANCES and inspire us to reach for excellence. That is the true reward.
in real social recogniton. I can tell you this from our Recogniton doesn’t invent culture out of nothing…
years and years of experience in running these types it merely taps into the culture you already have and
of programs. gives you tools to visualize that culture, strengthen Find a Nikon product for everyone at nikonusa.com/rewards.
But misinformaton does have a way of making it and beter align it with your values. The truth is,
the rounds, doesn’t it? common sense is the number one safeguard for the
integrity of the system. I hazard very few of us are
Whenever I see people fear-mongering about
social recogniton, I’m reminded of the furry of sitng on a company full of criminal masterminds
waitng to abuse the system. As with anything else,
panic in the 1930s, when people wanted to ban educaton is paramount to proper use – partcularly
entertainment and mass media. They believed
something called the “hypodermic needle theory,” where cultures are diferent. Either way, recogniton is
which posited that people were zombies who would simply a tool in the hands of your managers, leaders
unthinkingly reenact everything they saw or heard. and employees, and it’s no more subject to abuse than
That theory assumed that “the media’s message is any other tool you provide them. In fact, because it’s a
a bullet fred from the ‘media gun’ into the viewer’s powerful way to inculcate values and ethics, it will go
further than any other tool to encourage honesty and
head.” If that panic had prevailed, radio, television and discourage abuse.
the internet probably wouldn’t exist.
Luckily, people are smarter than that, and that RECOGNITION IS PREDICATED ON TRUST
panic was disproved and became obsolete – just like If you don’t trust your employees, you have a much
this one will. That’s because we all understand that bigger problem than recognition. As I mentioned
sophistcated, powerful tools must always be used above, ways to flag abuse are built into the system,
thoughtully. A recogniton platorm is no diferent. and patterns can be spotted by administrators. In
Here are a few reasons why good recogniton isn’t order to reap the full benefits of recognition – for
a popularity contest: strengthening culture, cultivating cross-functional
relationships and driving effective commitment – it’s
BUILT-IN OVERSIGHT important to empower employees and give them
A best-practce recogniton program is inherently social an active role in appreciation, and to trust them to
and invites the partcipaton of all employees. But behave like ethical adults. Offer them a voice and a
it’s incorrect to think that partcipaton immediately role in building and maintaining your culture, and
equates to a free-for-all. That’s like saying that your mutual trust will pay off in spades.
continued on page 28
12 engagement strategies Vol.18 Issue 1
12 engagement strategies Vol.18 Issue 1
