Aligning Recognition to Organizational Strategy

Populate the cells below to identify which goals, values, or competencies your recognition practice supports. The best recognition programs incorporate a variety of practices that align with or support elements from each column below (column 2 to column 4 highlighted in blue).

Note - If all recognition practices align with one or the other Department Goals, Organizational Values/Priorities, and Competencies, you will have a score of 5.

Mark the following scores if your recognition practices align with:

3 = All three | 2 = Two out of the three | 1 = One out of the three | 0 = None

SCORES AND OUTCOMES

• If you score 3 in 100% recognition practices, you have championed the art of crafting an employee recognition program. Keep up the excellent work.

• If you score 3 in 90% recognition practices, you are doing well with crafting the employee recognition program. You have got the basics right and have a solid recognition foundation, but there is always room for improvement.

• If you score 3 in 70 to <90% (less than 90%) recognition practices, you are average when it comes to creating the recognition program for the employees. Though you aren’t failing miserably, there is room for more. You may be missing out on making the recognition more meaningful so that it drives not only the engagement but also the priority agenda of the organization, so now’s the time to make some more intentional changes around your recognition program.

• If you score 3 in 50 to <70% (less than 70%) recognition practices, there is a lot of room for growth. Chances are that your recognition efforts are not hitting the mark with your team or the organization. Now’s the time to renew your recognition plan.

• If you score 3 in <50% (less than 50%) recognition practices, consider this as your wake-up call. Your recognition efforts don’t resonate with your organizational priorities and goals and, hence, will not be sustainable. It’s time to ensure recognition programs don’t work in isolation from organizational elements.