Coaching & Workshops
Recognition fails when it is generic, delayed or obviously systematised. This session teaches managers to notice and say the specific thing, which costs nothing and works considerably better than the programme.
Why it matters
Programmes tend to be designed to be visible, so they reward what is easy to see and easy to nominate. The result is a monthly award that circulates among the same extroverts while the person quietly holding a system together gets nothing, and concludes that visibility is what actually pays here.
The version that works is unglamorous. A manager noticing something specific, quickly, in private or in public depending on the person. It cannot be automated, which is exactly why it is worth training.
What the session covers
In the room
An honest look at what yours currently rewards and who it reliably misses.
Noticing and saying it at the time, which is most of the value and requires no budget.
Some people want the team to hear it. Some would rather be left alone. Getting this wrong undoes the whole thing.
Signs you need this
A quick test: ask who holds things together behind the scenes, then check whether that person has ever been recognised. The answer is usually no.
If two or three of these are true you are past the point where it resolves on its own. None of them are unusual, and all of them are cheaper to fix than to wait out.
Sound familiar
Afterward
Which is the difference between recognition that lands and noise people learn to ignore.
Programmes reward visibility. Managers who are paying attention reward contribution.
The habit is free, which makes it the cheapest retention lever you have.
How it runs
Managers and supervisors, and HR teams designing or reviewing a recognition programme.
Sessions run on site or virtually, and they are built around situations attendees bring rather than case studies from a textbook. You get a fixed fee before we start, and the person who scopes it is the person who delivers it.
Practicalities
Questions
They can help, but not as a substitute for managers who notice things. If the programme is carrying all the weight, it is a symptom.
Managers and supervisors. Useful for HR teams designing or reviewing a programme.
It is one of the cheapest retention levers available, and it consistently shows up in exit interviews as something people did not get.
Half a day, or a shorter session as part of a wider management programme.
Yes, and we will tell you honestly if it is doing more harm than good.
Not necessarily. We will look at what it currently rewards and tell you honestly whether it is helping, and what it is quietly teaching people about what gets you ahead here.
Partly. Recognition questions in an engagement or pulse survey move, and it shows up in exit interviews. We would set a baseline first if you want to track it.
Recognition disappears fastest remotely, because the casual moments are gone. We cover what replaces them deliberately.
Related
Find out whether people actually feel recognised before you redesign anything.
Engagement Surveys →Senior-led, delivered by the person you meet
Tell us what you run today and we will tell you what is worth keeping. No obligation, and we will say if one of the others fits better.
Tell us what is going on