Recognizing People. Inspiring Greatness.
Published by::Incentive Magazine
Dealing with people honestly and showing genuine concern goes a long way in any medium, including online.
February 10, 2015
CEO Peter Hart co-chairs as the 11th annual Red & White Evening raises 27 percent more than last year for funding vital services for West Island residents in need.
MONTREAL AND NEW YORK CITY, Feb. 10, 2015 -- Rideau Recognition Solutions today announced that CEO Peter Hart, together with co-chairs Martin Thibodeau, President of the Quebec Headquarters of RBC Royal Bank and Olga and Leonard Assaly of the Leonard T. Assaly Family Foundation, helped raise $210,000 for West Island Community Shares at the charity's 11th annual Red & White Benefit Evening on January 26.
Held at 40 West Restaurant on the West Island, the annual gathering brings together dozens of business and government leaders with community groups to further the goal creating a fully engaged community. Last year's Red & White Benefit Evening raised $165,000.
"This is a personal cause for me. I've lived on the West Island for most of my life. Over the years, I have seen the great work that many of the charitable groups West Island Community Shares funds." Hart said. "As a group, we are feeding children, rebuilding neighbourhoods, and lifting up those who need it. We are a community that cares enough to share."
West Island Community Shares serves the area's more than 200,000 residents by providing vital services. Each dollar of funds raised will be redistributed as aid, adding to $9.7 million disbursed since 1998.
About Rideau Recognition Solutions
Rideau provides market-leading recognition and rewards solutions and cloud computing technologies to Global 2000 employers worldwide to boost revenues, manage employer costs, increase employee performance and exceed customer expectations. Privately held with headquarters in Montreal and offices in New York City, Paris and Bangalore, Rideau celebrates its 100th anniversary in 2012. Rideau is named after Rideau Hall; the capital city residence of Canada’s Governor General since 1867 and Canada’s equivalent to America’s White House. Find more information about the company at www.rideau.com.
Caroline Stoessinger, author of A CENTURY OF WISDOM
Can you be optimistic when you’ve lived through evil?
On the next episode of Real Recognition Radio, Roy Saunderson and S. Max Brown speak with Caroline Stoessinger, author of A CENTURY OF WISDOM, Lessons from the Life of Alice Herz-Sommer, the World’s Oldest Living Holocaust Survivor.
What was life like in the concentration camp?
Friday, January 23, 2015
I am amazed where my mind captures recognition ideas.
I was on another road trip from one U.S. airport to another last week.
Its easy to get into the traveling groove of security checks, looking for flight status, grabbing a bite to eat, finding your gate, boarding the plane, stowing luggage, connecting with seat mates, working away on the computer, and catching forty winks if you need it.
With all the routines you can be almost oblivious to the typical airport or flying communications, like safety demonstrations by flight attendants, because you’ve heard them a bazillion times.
Except this time, on one of my stops, something clicked for me with one of those routine announcements.
You know the one, “Do not accept anything from someone you don’t know.”
At first you might think, why would you ever do something like that? I have never been approached before. And like the scam emails requesting all of your bank account information, I am not likely to fall for the “Sir, please accept this box and take it on the plane for me” request.
But I guess this is a necessary reminder. Problems do still happen.
All this to say that from a recognition context, I am suggesting a similar warning - don’t accept anything from someone you don’t know.
Think about it:
· If you don’t even know your CEO and you’re at an awards banquet, should you accept an award given to you by the CEO? Oh, they may force you to take it, but wouldn’t it be more meaningful to have your immediate manager be the actual giver of the award so long as you get along well with them and they know you?
· Then again, what about your immediate manager? Do you know them and more importantly do they know you? If you don’t have a positive relationship with them, you and I know that any attempted expression of appreciation or action will fall flat and feel shallow. In that sense, he or she may give recognition to you but you don’t really receive anything personally or feel it inside when it isn’t sincerely done.
Quick evidence of this comes in the form of:
· Finding an employee’s crystal award hidden behind a stack of books on the bookshelf because the award was given to everyone on the team and several didn’t merit it.
· Hearing about a note card received from their boss that is quickly read once and thrown in the trashcan because there is no great relationship with the person who wrote it.
· A certificate of achievement buried in a drawer that was handed to an employee across the desk by a supervisor who said, “By the way, this is for you.” And then they carried on with their paperwork.
Wouldn’t you just love to coach and empower these employees to give their attempted acts of recognition back to the people who feebly attempted to recognize them?
Or at least, perhaps we could educate the givers of these recognition attempts that it takes really knowing someone very well before any recognition experience is really appreciated.
So here’s the warning for the office, plant or awards event: Do not accept any recognition from someone you don’t know.
Q: How do you feel when you receive recognition from people you do not know?
Published by::Incentive Magazine
Getting your CEO or senior leader to buy into your recognition program proposal -- and getting them to sign on the dotted line for budget approval -- can be difficult.
Published by::Incentive Magazine
Another year has come and gone, which means it's time to not only reflect but also look ahead.
Tuesday, January 20, 2015
Let’s stop doing the trite and tried and true acts of recognition giving. Get out of the boring recognition ruts and make your next recognition experience a stand out occasion.
Read, ponder, and do the following:
1. The recognition you plan to give has to be a total surprise. When you get recognition right it is the most fun and thrilling thing to do for someone else. Recognition should be a surprise and never expected. Rewards are earned and naturally anticipated. You can make your recognition stand out simply by not letting the cat out of the bag ahead of time. Surprise them!
2. Give recognition from your heart and not from your pocketbook. Recognition is a relationship-based skill. The more positive relationship you have between one person and another the more meaningful recognition will be between you. Not a good relationship? Then the recognition won’t be good either. Share your feelings about what they did using great adjectives to express your recognition to them. Emote recognition!
3. Think how you can make recognition special in some small way. It can seem cliché to say, it’s the little things that count. But, guess what? It is the little things that count. Know your staff inside out from demographic to psychographic details. And then demonstrate your genuine caring by the note card you buy to thank them; or perhaps it is a small, but uniquely personal, item you find as a token of appreciation. Special care!
4. Connect whatever they’ve done to the contribution they’ve made. We all want to make a difference in our work but not many of us actually experience that. If some action or result merits being acknowledged then some contribution has been made by the recognition recipient. They can’t always see what they’ve really done. So tell them. Tell them specifically how their contribution has made a difference to you, a customer, a team or the company. Contribution connection!
5. Deliver recognition in such a way that both of you feel it emotionally. I’m not talking about having a sappy, tears in the eyes experience every time you express appreciation to someone. You have got to be real – be authentic, meaningful and caring for the person being recognized. It’s about respecting them enough to know how they like to be recognized and carrying out those wishes. You will know it when you feel it. Feel it!
Q: How do you make your recognition actions a stand out experience for the recipients?
Thursday, January 15, 2015
Each of us has good days and bad days at work.
And so do those around us.
Make time to stop and observe and take in all that people are really doing throughout your day. Work can be hard sometimes.
Notice the server at a busy fast food counter and address them by their name on their lapel badge; offering to help a colleague struggling to get a project completed on time; acknowledging a nurse dealing with a challenging patient with dementia where your mother might reside; stopping to commend a flight attendant helping a new mother with a first time flight with their infant.
Who else will stop and express acknowledgment for what they are doing if you are the only one seeing them do it. And even if you aren’t the only one seeing what they do you may be the only one who will stop to say something to them.
On a plane today I saw a professional looking woman take out a file folder and pull out a stack of note cards and begin to handwrite many notes to some people she knows.
But does she know how powerful her actions are to the intended recipients of those cards? Probably. That is probably the motivation that keeps her doing what I saw her do. She has likely received feedback along the way.
So I tapped her on the shoulder and commended her for being one of very few people in the world who still writes thank you notes to people.
After she thanked me for my comment, her response was, “I have so much to be thankful for.”
Be mindful of the people around you who need some recognition. Choose to be a giver of recognition to people.
Q: Do you let praiseworthy actions happen around you without saying anything to people or do you stop and acknowledge them?
Published by::Incentive Magazine
How incentive managers can use game mechanics to their advantage.
December 30, 2014
MONTREAL, (December 30, 2014)
HRO Today Magazine has named Rideau CEO Peter Hart as one of its 2014 Superstars Winners in the Providers category for Recognition. This is the seventh time Peter has earned a spot on the annual list of providers, buyers and consultant leaders who excel in the field of human resources, making him the most recognized recognition professional in the history of the annual directory.
Each year, the editors of HRO Today recognize industry leaders who demonstrate forward thinking and transformative actions in the industry. By understanding the power of recognition as a top motivator for performance, Peter Hart has established Rideau as one of the world’s leading employee engagement providers.
“Recognizing people and their contribution to the corporate mission is a critical element in talent management and the success of any company,” said Peter Hart, CEO of Rideau. “We all know this to be true, innately, but managers need help in the form of programs, coaching and ongoing support to develop encouraging work environments and the positive results that come with it.”
In addition to his role at the helm of Rideau’s strategic direction and work with leading companies throughout North America, Peter serves on the boards of Recognition Professionals International and the Incentive Federation and was the founder of IMA’s Recognition Council. He recently co-wrote “People Artistry at Work”, a powerful resource that presents simple principles and tools to help managers engage workers fully, granting them the attention they deserve in a world governed by checklists and multi-tasking. Peter is also an avid painter and proprietor of a renowned art gallery in the Old Port of Montreal.
As North America’s leading source for web-based incentive management solutions, Rideau’s easy-to-use employee recognition and loyalty programs are changing the way companies look at internal relationships. Rideau’s management programs have proven to help companies better service its customers, strengthen credibility and build customer loyalty. The company has active, results-driven partnerships with companies such as RBC, Intel, CA and Liberty Mutual.
For more information, visit www.Rideau.com.