Recognition programs are more successful with the support of executive team members. Getting their buy-in helps promote the program, encourage more employee engagement, and boosts participation. You know the importance of recognition in the workplace. You also know that having company leaders be activists for recognition would give the program value and sustainability. But, the challenge is convincing them that it matters.
Learning the basics of how to get the attention of company leaders and what to say to create an action for change is half the battle. It all starts with the ABCs of executive buy-in.
One of the biggest reasons executive leaders seem opposed to change is that they are unaware that change is needed. Your mission is not as impossible as you may think despite having to face an audience that has no clue what you are about to bring to their attention.
Keep in mind that company executives are often visionaries. They were hired for a leadership role because they bring a fresh, new perspective to the workplace and hope to inspire employees to follow that lead. This means considering various solutions when trying to resolve a problem.
A new employee recognition program might seem pointless until you explain how it supports the company’s strategic goals. Making company leaders aware of issues surrounding employee engagement is much easier when you are prepared to discuss solutions and how they serve the company’s objectives. Once your company leaders see how your engagement initiative fits into the big picture, they’ll be more willing to devote resources to it.
B- Be Prepared
The executive team at your company is responsible for analyzing, scrutinizing, and evaluating every facet of any decision. Their job is to gather as much information as possible to determine if proposed projects will improve business and are worth the investment.
Do your research and be prepared to answer any questions they may have about employee recognition, how programs work, and what value it brings to the workplace.
By showing them that you have done your homework, you are more likely to appeal to their interests. Listen to their feedback and questions. Expect that they will make presumptions and have concerns. They may even reject your ideas. Don’t take it personally. Present your case respectfully and be as informative as possible.
C- Case Examples
Part of being informed and ready to present an employee recognition program as a solution to engagement needs is to present strong case examples along with the information. Company leaders want to see that possible solutions have been tested and found successful.
Find statistics and facts that support your case. Show how other businesses in your industry have utilized employee recognition as a tool for increasing employee engagement. Try to present as many examples as possible as to how an employee recognition program has helped other companies meet their goals.
D- Desire to Change
Be confident in your approach to discussing employee recognition with your company leaders. Being nervous about making your case might show them that you are not serious about making changes and therefore, they don’t need to take things seriously either. Don’t just present them with the problems, confidently deliver your ideas about the solutions. Your confidence, practicality, and case proof should be enough to show how one important change can improve the company overall.
Your desire to bring positive change to the workplace can stir their excitement to do the same. Once company leaders see the need for employee recognition and all its benefits, be ready to become part of the program creation process.
E- Expert Services
You’ve done your homework, and you’ve convinced the company’s leaders that employee recognition is important. Congratulations! Now it’s time to start implementing your employee recognition program. Not sure how to get started? Consider working with a team of experts that specialize in the creation and implementation of employee recognition and incentive programs.
Customizable programs are designed to promote company values, boost employee engagement, and make your employees feel proud of the work they are producing. Talk to a recognition solutions provider about your ideas and start the process of bringing employee recognition to your workplace.