Incentra Insights

Fast Tracking Your Managers’ Recognition Training

Posted by David Chittock on Sep 28, 2015 4:15:00 PM

Good Managers Are Trained, Not Born


In our last post we discussed the importance of formalized training to the success of your employee recognition program.  Most managers are hired and/or promoted based on their competency at their jobs.  But managing people requires more than job-related skills; it requires advanced people skills. Your managers must possess highly developed people management skills if you want to create a culture of appreciation that is deeply embedded in your organization.  Employee recognition is an art and managers need to learn those skills.  And that is going to take some serious hands-on training.


So Where Do We Start?


Managers need to be taught the art of saying “thank you”. They need to understand how recognition can truly contribute to the business goals of a division or department, and to the company as a whole. Communicating effective recognition in a workplace setting takes skill, practice and organizational support. So how can senior leadership assure that their managers are being adequately trained?  Here are some ways you can get a formal program off the ground:



  • Understand your managers’ concerns - explore with your managers their hesitations and misgivings about recognition. Assist them in overcoming their perceived apprehensions such as not being able to be effective or not having enough time to adequately recognize and reward their employees.


  • Help your managers identify successful behaviors – every organization has its own mission, goals and values. You will need to guide your managers in discerning those behaviors that will result in successful outcomes in your particular environment.


  • Formalize your training program - don’t just hand out guidelines or handbooks.  Schedule hands-on training sessions with seminars, role playing, coaching, and group interactions. Ensure your managers understand the fundamental principles of human psychology and motivation. Provide real life examples of how to recognize and reward positive behaviors, attitudes, and actions.


  • Provide ongoing support – hold monthly or bi-monthly meetings to reinforce learning, measure progress, get and give feedback, and make necessary adjustments.


  • Give your managers the right tools – Make certain your managers have a powerful, flexible and easy to use technology platform for not only learning but also successfully communicating and implementing your employee recognition program.


Bottom line is you’ll need a rewards technology partner that can get you on track right from that start.  We can help you do this in a matter of weeks.  Really.

Categories: Employee Recognition