Working with graphic designers, I often get printouts of their artwork with placeholder text where my copy will go. Typically, this text says “clever headline goes here” or “some kind of interesting copy goes here.” We’ve all heard of writer’s block and that typing that first word can be the hardest obstacle to overcome. But it’s nothing compared to the pressure to come up with words that are also clever or interesting. I see those prompts and I literally break out in a sweat. What if I am simply not witty today? What then?

Anxiety aside, I have to admit it’s really good for me. I inherently know that I am expected to write clever and interesting copy, but I wonder if, in the absence of those prompts, I might not. If the placeholder just said “headline goes here” would I simply write a headline and not be motivated to do more than that?

The truth is, we all have (and need) prompts that motivate us to excel. Recognition and appreciation can be powerful ones. Looking around at the cards, trophies, certificates, and personalized gifts that decorate my and my coworkers’ desks, it’s obvious that these items serve a purpose. They inspire us; they make us smile; they say, “Hey, you were fabulous at least once, so there’s a really good chance you can do it again!”


One of our customer service superstars let us photograph her display. Wow, that Cool Beans plant is really taking off!

As a manager, when you say thank you or give employees recognition for a job well done, you’re reinforcing the positive behavior that you want to see repeated. Being recognized feels good, so your recipients will try harder to do the things that get rewarded. When that recognition is tangible, it also serves as a constant reminder to push a little harder.

It’s as simple as that!

I’ve written before about how past companies that I’ve worked for didn’t practice employee recognition. At my previous employer, the culture was such that it was hard to imagine them ever doing it. Former coworkers that I talked with about this new job actually thought it was a bit strange. Their attitude seemed to be that it was a nice idea, but not for us. Not for you, really? You’re so confident and content that you don’t need a pat on the back once in awhile? I didn’t buy it then, and I’m not buying it now.

What’s funny is that they were so quick to write off recognition. Maybe they were harkening back to the late 1990’s, when corporate corridors were lined with motivational posters that implored you to soar to new heights, but gave nothing in return. (Remember those?) Partnered with stilted award ceremonies, they garnered more cynicism than inspiration. But recognition doesn’t have to be exaggerated or contrived; in fact, it has the potential to be really effective if it’s not.

If you want to build a recognition program, remember that there is no prescription for how it is carried out—you are at liberty to write the rules and you can make it anything you want.

Think about your company culture. It’s often upper management that forms that culture and the people who stay there long term become an influential part of it as well. It’s up to those players to create a program that they’re comfortable with that’s in tune with the company’s vibe. Don’t like flowery cards? Don’t use them. Can’t imagine ever giving a trophy? Then trophies aren’t part of your program. The core of a recognition program is recognition itself—and that can take many different forms.

We took this to heart when we started developing our latest products. As a result, there is *literally* something for everyone. Within each product category there is a range from traditional to contemporary, simple to elaborate, cheeky to sincere. We’ve also taken the conventional recognition items like trophies and certificates and turned them on their heads (so to speak). So, if you’re thinking recognition has to be serious and formal, you might want to take a second look:
  
Peel-and-Stick Recognition Notes 

Recognition, whatever its form, is vital to maintaining a happy, satisfied, and productive workforce. Find something that works for your organization and go out there and do it! 

Our work environments are made up of all kinds of personalities: the generous soul who can always be counted on to have treats at her desk; the infectiously optimistic cheerleader; the quirky rebel; the chatterbox… You call them coworkers; we call them inspiration for our new Print & Posts!
 
Let’s face it, everyone likes a little attention once in a while. We know it, and we want everyone to experience the power of daily recognition—even if it’s just with a short note that makes a person feel noticed. That’s why we designed these Print & Posts that anyone can download and use around the office.
 
We’re pretty sure there’s something here for everyone, plus they’re fun, friendly, and free; just download the PDF, clip out the snappy sayings, and post them up in cubicles all over.
 
Spreading a little humor is always a good thing; so, go ahead, make someone’s day! 

The other night I was getting a pedicure at the local cosmetology institute and having a conversation with my assigned student about “pursuing your dream.” She told me that her husband is currently living his dream as a guitarist in a rock band, and that she is working full time during the day and taking cosmetology classes at night to follow her own aspirations. I told her that I, too, had finally landed my dream job—as a copywriter for Baudville.

I love explaining to people what Baudville does. If they haven’t experienced recognition in their jobs, they are often somewhat mystified. It’s true, that while we do have a huge customer base, there are still many companies that do not practice any form of employee recognition. In fact, the past two companies I worked for did not (note: I’m not working there anymore!).

Our conversation led to her day job, which she explained once had a very extravagant year-end celebration, but followed the next year with a much more modest version. The year after that, they eliminated the party altogether and made a small donation to a charity instead. We both agreed that the charitable donation was a nice gesture, but because of past events, it was a bit de-motivating to the employees.

At this point, I couldn’t stop myself from making my Baudville pitch. It went something like this: 

You know, if your company practiced employee recognition, especially day-to-day recognition, then big year-end celebrations—or lack thereof during tight economic times—wouldn’t be the centerpiece of employee motivation. Giving genuine expressions of appreciation at regular intervals is a proven way to encourage and, more importantly, retain key staff (remember those other companies I worked for?). Big celebrations become less important, and less likely to be missed if budget constraints put the kibosh on them.