You may have heard about peer-to-peer recognition from a colleague or saw it mentioned on Twitter, but you do know what it is or how it works?

No worries! We’ve just posted our fourth white paper in our Recognition Resource Center all about peer-to-peer recognition!

"The White Paper That Clears Up Gray Areas About Peer-to-Peer Recognition” answers the questions:
                    1. What is peer-to-peer recognition?
                    2. What are the benefits of peer-to-peer recognition?
                    3. How can you make peer-to-peer recognition work?

Visit Baudville’s Recognition Resource Center to download your free copy of this paper plus three others focused on day-to-day recognition, non-cash recognition and generational recognition.

Happy reading!

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation.

Last week we conducted a poll on our blog asking visitors if they use social media to give recognition. Here were the responses:

- 11.1% make sure every post has recognition
- 22.2% occasionally tweet a shout out
- 66.7% believe Facebook is a foreign entity

Our poll shows that 33.3% of respondents are using social media to express recognition and appreciation. I predict it will continue to grow as communication continues to be shaped by social media.

Social media has become a valuable tool for marketing, recruiting and sharing information. As more people jump on the social media bandwagon, giving feedback and praise will also become a common practice in these forums.

Today, many employees create and maintain personal “feel good files.” You may have given it another name, but I think you likely have a spot in your desk where you stash past thank you notes and cards of appreciation.

Every once in a while you even review your file for a little pick me up.

The words of thanks and appreciation remind you of past great performances and contributions to the organization. Every time you add another note to the file, you feel a sense of satisfaction and accomplishment.

Imagine if your feel good file were on your online profile or your Twitter page. Not only would you be able to read through your feel good file when you needed a morale booster, but co-workers, managers, friends and recruiters could, too.

How would you respond if your boss gave you some props on your Facebook page? Or if someone contacted you about a job because of all the good things they’ve read about you?

Imagine your social media, loaded down with recognition...

On another note…

Did I mention that we now have a poll on our blog? Be sure to check back each week as it changes to give your two cents worth. For each poll, we’ll have a little write up (like this one) interpreting the results. Be a part of it!

You can receive updates from all of our blog entries, too, by subscribing to our blog email list on in the right hand navigation…right…over…there. Don’t miss any of the recognition updates!

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation. In addition to writing for the Baudville blog, she’s taking on the task of flooding the Twitterverse with positive mojo. Find out more - and join her cause! - at www.Twitter.com/Baudville using the hash tag #positivemojo.

The economic recession has challenged workplace cultures and practices. Organizations once accustomed to cushy bonuses, deluxe benefits, and luxurious trips and conferences had to cut back – not only on such coveted add-ons – but also on their staff. If you’ve been one of the lucky ones to keep a job during the recession, you know that the workplace challenges begun by the recession won’t be easily resolved.

As layoffs took place, the employees who survived were left full of anxiety and discord. Going forward, it will be management’s response that will make organizations successful on the other side of this economic chasm.
 
Recent survey results released by Careerbuilder.com reveal some interesting insights into how the workforce is going to change once the recession “comes to an end.” CareerBuilder in conjunction with Robert Half International conducted a post-recession job market survey. One of their findings pointed to the intentions of workers. According to the survey, 55% of survey participants plan to make a career change or go back to school when the economy recovers.

55%. More than half of the workforce will be making a change. Whoa.

The recession has been tough not only on bottom lines but also on employee loyalty, trust and job satisfaction.  Management that decided they couldn’t afford to communicate about layoffs or tough decisions, and that employee recognition is frivolous will be reaping the fruits of that labor (or non-labor, in this case) when their turnover rate skyrockets.

Thankfully, the impending workforce shift is not all doom and gloom. It’s not too late for management to openly communicate with employees about changes or decisions. It’s a GREAT time to implement new rewards and benefits to build back that loyalty and trust. Starting a tuition reimbursement plan would also be a wise move to keep top, rising talent. And engaging employees through daily recognition can build up job satisfaction and pride throughout the organization.

The times, they will be a changin’, and they’ll be here before you know it. The nature of those times, however, is up to you.

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Cori is a Certified Recognition Professional at Baudville and a member of the Millennial generation. In addition to writing for the Baudville blog, she’s taking on the task of flooding the Twitter world with positive mojo. Find out more - and join her cause! - at www.Twitter.com/Baudville and by using the hash tag #positivemojo.

You don’t have to analyze a study on motivational theory to understand some basic principles.  Namely, people respond positively when they are acknowledged and appreciated for their efforts.  This is not limited to the workplace, but in every aspect of the human condition—from raising children to greeting strangers.

So if everyone “knows” the importance of frequent, meaningful expressions of gratitude and praise, why don’t we practice it all the time?

Herein lies the mysterious chasm between a person’s knowledge and their actual behavior.

Take this example: who amongst us doesn’t know the importance of regular exercise and physical activity, eating healthy foods of the correct portion size, and avoiding harmful substances like tobacco?

Now—how many of us actual achieve the full execution of this knowledge, or even a significant percentage?  There would be no rising healthcare costs, and everyone would look like athletes!

What causes some of us to succeed while others fail?  Typically, the secret ingredient is having a coach or mentor.  Every athlete, from grade school to professional sports player, has a coach.  This person provides encouragement and guidance.

Keep this analogy in mind as you work to increase day-to-day recognition behaviors, either personally or in your organization.  Since none of us can realistically have a recognition coach by our side, think of Baudville as the next best thing!

Have you seen our new Recognition Binder System?  It literally is a coach that sits on your desk.  The tabbed dividers are filled with easy to follow (and easy to implement!) tools and ideas for frequent, consistent, immediate, and relevant daily recognition in your workplace.

Allison mentions one of the tools (the IOU Coupons) in her blog post below.

Just like any developing “athlete,” continued practice makes perfect.  Unlike diet and exercise, however, maintaining day-to-day recognition really can be easy!

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On the surface, Kurt is Baudville’s mild-mannered Director of Sales, but when it comes to recognition, he quickly turns into the dashing Director of Positive Mojo. Using his powers as a Certified Recognition Professional, Kurt infuses his team with recognition knowledge and experience, while encouraging them to practice daily recognition with his energetic and creative flair. We’re pretty sure there’s a cape hanging from the back of his door.