Appreciating the Runners as well as the Winners

When you hear "employee recognition and reward," what do you think of?
Performance-based awards of some kind? Merit-based pay structures? Incentive programs? Recognition for years of service? Company pizza parties?

If you're an HR professional or manager, who do you try to target with these programs? High-performing/ high-potential employees (Hi-Pos) -- those you want to make sure remain loyal and committed to your organization? The sales team through various compensation and incentive structures?

If this is how you typically think of reward and recognition, consider this story.

Tom, the nephew of a member of my team, graduated from high school in the U.S. last month. Over a team lunch, my team member proudly told us of his many accomplishments. Then she related the story of his sports banquet. An avid (if not particularly skilled) athlete, Tom was pleased but not surprised to receive a plaque listing the sports he had played during his high school years. He was grateful to receive a small scholarship towards college expenses. But he was shocked and thrilled to receive a huge trophy as a testament of his contribution to teams he participated in.

Tom's no fool. He knows he isn't the best athlete on the field. But he is a powerful force of encouragement, wisdom, restraint and camaraderie. In his junior year, Tom joined the track and field team for the first time, primarily to get in shape for football in the following year. Although he worked hard, he didn't win any events. But he gave his all - and it is this ethic that rallied his teammates to succeed.

In his senior year, Tom was named co-captain of the track and field team. Though Tom was also surprised by this honor, his teammates weren't. He was the epitome of a team leader - encouraging others to excel, demonstrating an incredible work ethic in practice, always performing to the best of his own ability in meets, and stepping aside to let those of greater ability shine in the spotlight.

As I was listening to my colleague proudly talk about her nephew, I couldn't help but think of the parallels to a truly strategic employee recognition program. Strategic recognition doesn't just focus on the Hi-Pos or on results. Rather, strategic recognition looks to recognize and honor those who:

• Contribute consistently to the process
• Always work to the best of their ability
• Live the values of the company through their work
• Encourage and support others in their success

As you continue to honor and recognize the high-performers/high-potentials, keep an eye out for the Toms in your workplace. Encourage others to also appreciate and recognize the Toms on their team who are truly the heart of the team, supporting and helping everyone to achieve their best.

As Globoforce's CMO & Head of Strategic Consulting, Derek Irvine is an internationally minded management professional with over 20 years of experience helping global companies set a higher ambition for global strategic employee recognition, leading workshops, strategy meetings and industry sessions around the world. His articles on fostering and managing a culture of appreciation through strategic recognition have been published in Businessweek, Workspan and HR Management. Derek splits his time between Dublin, Montreal, and Boston. Follow Derek on Twitter at @globoforce.

Comments

[Laura Schroeder]

I love the story and agree completely!

[ValerieGD]

Derek, so true! getting this balance right would be a big step forward for many organisations

[Derek Irvine, Globoforce]

Valerie, thanks for the validation. It is a delicate balance!