Planning to implement a social recognition platform? That’s a move that will improve performance, but to get there quickly your people—or more specifically your managers—need to be prepared. Your communications and training plans must address two key issues: that recognition is important and that the act of recognizing people is easy.
Managers who don’t know the value of recognition are more likely to ignore employees. They may not instinctually understand that showing their appreciation—and doing so often—will generate better results. They need to be reminded that recognition is not just good for an employee’s attitude and performance, but that it’s also good for business. Employees who feel appreciated are more engaged, more committed to their work, and more willing to go the extra mile for their teams and customers. Recognition also reinforces the behaviors an organization wants to encourage, helping managers shape performance through positive reinforcement rather than relying solely on corrective feedback. When leaders consistently acknowledge effort, progress, and achievement, they create an environment where employees are motivated to continue performing at a high level. Helping managers understand this connection is one of the most important steps in building a successful recognition culture.
They also need to be assured that the process will be simple, seamless and intuitive. Most managers don’t recognize employees because they think it’s too difficult to do so; that it takes too much time and effort. Many believe they need to wait for a major accomplishment before recognizing someone, when in reality the most effective recognition often acknowledges the everyday behaviors that contribute to long-term success. Others simply struggle to find the time or aren't sure what to say, allowing opportunities for recognition to pass by unnoticed. Between meetings, deadlines, and competing priorities, appreciation can easily become an afterthought. That's why the technology matters. When recognition can be delivered in just a few clicks—whether from a desktop, tablet, or mobile device—it becomes part of a manager's normal workflow instead of another administrative task. The simpler and more accessible the process is, the more likely managers are to recognize employees consistently, creating habits that strengthen engagement and reinforce a culture of appreciation throughout the organization.
You need to remove that objection from their minds. How? Make sure that everyone has access to on-demand learning and that the curriculum keeps pace with their capabilities. That will help them recognize employees immediately while also getting even more out of the system as their comfort levels evolve.
