A SEARCH has been launched to find people in Edinburgh who are going the extra mile in their work, despite the credit crunch.
The Recognition Express awards scheme, now in its sixth year, was set up to reward loyalty, hard work and commitment.
Last year's regional winners included Dawn Dorran from Edinburgh for her work as conference office manager at the Edinburgh Conference Centre at Heriot-Watt University.
Graham Mitchell, owner of Recognition Express South East Scotland, said: "These awards are a great way of lifting morale when times are tough, and we're delighted that last year Dawn did our region proud."
There are two categories, for commercial and not-for-profit organisations, and the awards are open to organisations with fewer than 200 employees or volunteers, and local branches of national organisations.
What is important to remember is that Awards by Paul can help you raise morale, increase work production, and bring in more revenue for the business. In this economy, we can help!
By Jim Brintnall, Brand Strategy & Product Development at Successories, Inc.
Debbie Gustafson, Trinity Services, Inc. Bob Nelson, Nelson Motivation, Inc. Recognition News, Volume 2, Issue 2
A good award should link personal contribution to the company progress in a way that is SMART
Sincere Above all else, a good reward should reflect a genuine expression of appreciation. Token acknowledgements leave something to be desired.
Meaningful To endure a motivating influence, rewards should be aligned with the values, goals, and priorities that matter the most.
Adaptable The diverse workplace demands alternatives. Consider creative options to keep your program fresh. No single reward format works for everyone all the time.
Relevant Some personal dimension is essential to a good reward. No matter how formal or informal, expensive or affordable, the relevance of any recognition will be improved with a personal touch – it’s a little thing that makes a big difference.
Timely It is important that rewards respond to the behavior they are intending to reinforce. Don’t let too much time pass or the reward will be devalued and credibility eroded.
Finally, when announcing and presenting awards, take the time and effort to do it right. Doing so will enhance the credibility of the process, make an impression and unlock the emotional commitments that should continue to pay dividends long after the occasion has passed.
Jim Brintnall – Successories, Inc.
Tangible rewards come in all shapes and sizes. Whether the cost is high or insignificant, the reward should be memorable and perceived as valuable to the recipient. Money is nice, but it tends to be spent quickly and then forgotten. I believe that the best rewards are those that have a symbolic significance that fits within an organization’s culture
For instance, Trinity Services , a non-for-profit agency serving people with disabilities, has introduced a frog mascot, “Little Leapit, into its culture which encourages employees to “leap ahead.” A variety of rewards, low in cost, but incorporating a leaping frog, have been given for specific performances.
The employees have come to relate more enthusiastically to the frog logo than to the agency logo of three diamonds. Each time they see or use the item, it reminds them once again that they successfully took another giant leap.
Debbie Gustafson, Directory Employee Services, Trinity Services, Inc.
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