Rideau's CEO Named 2014 Superstar Winner

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. 
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Recognition Only Happens When You’re Intentional

Do you ever wonder why some employees just don’t feel appreciated for all the great things they are doing?

Perhaps it is because the expressions of recognition they receive are not done without real intent.

You know…we’ve all heard the generic and routine phrases of, “Good job!” or “Well done!” spouted out like automatic speech. 

I picked up on this idea of intent the other day when my wife and I gave our car probably the last at home, hand wash of the year. She was spraying the car down before we would suds it up. Innocently (I think!) I got sprayed with some water.

I lovingly shouted out, “Hey! Watch it!”

Equally lovingly but with a broad smile on her face, she replied, “If it was intentional I would have done a better job.” 

I caught that wifey wisdom, put down my cloth and wrote her words down in my iPhone Notes.

Think about it: If your recognition giving were intentional it would be received well every single time.

You aim better when intentional. Fortunately, I did not get soaked in the way of the spray, but I sure could have if my wife had aimed directly at me. Recognition needs to be aimed directly at the intended person. Aim specifically at the action performed by stating it sharp and clear.

You plan out what you will say or do. Now I am not saying you can’t be spontaneous. By planning I mean follow a simple formula like identifying the situation observed and describing the positive actions observed; sharing the impact of their actions on others as well as on results; and sincerely thanking them the best way you can.

You plain well think better about recognition. When you go with the intent to be empathetic and thinking how you want to make the recipient of recognition feel, you will be thinking more carefully. Recognition done well requires thought.

You give it with so much more meaning. Recognizing given with intent is naturally more meaningful. Knowing how the person likes to be recognized sparks creative ideas on what you can do to honor and value them.

You want to immerse the other person in the experience. If my wife had “intended” to spray that water at me I would have been soaked for sure. No matter how a person likes to be appreciated make sure you do all you can to immerse them in the positive feelings of gratitude and thanks.

You have to put forth your best effort with giving recognition. Being intentional requires effort and it is hard work. I have never said recognition is easy to do but like anything good and worthwhile in this life the outcome is priceless.

Getting intentional around giving recognition will make all the difference in the world to the people around you. They deserve the very best from you.

Recognition only happens when you’re intentional.

Q: How intentional are you with your recognition giving?


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Please Remember, You Cannot Delegate Recognition

It seems like only yesterday but I guess it was over 10 years ago now.

I was leading a CEO and their leadership and management teams from a non-profit organization on how to give recognition the right way to their employees.

I felt like I had connected well with everyone.  The learning exercises were well received. Enthusiasm was high that each of them could go back to their offices and make a positive change. We even put in place a way for everyone to apply what they had learned back in the workplace.

That’s what I thought.

A day later I received an email from the CEO’s executive assistant.

This dear assistant crafted an email that said how the CEO wanted me to know how much she appreciated and learned from the leadership session. Signed, the Executive Assistant.

One, very important person, didn’t get it right.

The CEO was indirectly communicating that I was not important enough for them to take the time to compose the email themself.

You cannot delegate recognition.

The same issue was triggered the other day when a vice president in another organization wondered if we would be providing education and training for their executive assistant. Of course, we can all improve how we deliver meaningful recognition to people. All of us could benefit from learning the right ways of recognition giving.

But the intention of this leader’s question was because they delegate their recognition giving to their assistant.

Naturally, with some recognition and reward programs, which have nominations to be approved, a busy executive may have their assistant help them with approving those nominations when they are away.

Similarly, the reward side of these programs may require a more immediate response to approving a financial or tangible award that the executive’s time and availability cannot provide.

You can delegate the task of approving nominations or the actual tangible rewards or recognition. You just cannot pretend to delegate the relationship piece around appreciating and recognizing people.

Before you think about delegating some aspect of your recognition or rewards programs to someone else, think first about the message you are communicating to your employees. Are your people important to you?

Remember, you can delegate rewards but you can never delegate recognition.

Q: What negative experiences have you had of delegated recognition?



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