Recognition – always a key EB component, and more so than ever in times like this

Recognition of Teachers at the Annual Awards Event, with thanks to the Pearson Teaching Awards Trust for providing this picture.

Can you remember when you were first recognised for something at work?
Aged 21, I was doing a long vacation job for the F&M Schaefer Brewing Co in Brooklyn NY as an assistant on a packaging plant cost control project and paid $2 per hour. The aim was to establish what was causing the line to go down e.g. breakages, supply of closures, supply of bottles, supply of beer, maintenance, operator attention and delay in moving finished product.

After three weeks, out of the blue, they gave me some positive feedback and a rise to $2.75 per hour. Have never forgotten that.

Recognition comes in so many ways
As part of a team, you as an individual, in private or as a group and demonstrated in so many ways – being listened to, taking action as a result, getting a comment verbal or in writing (and it does not have to be positive, recognition of an error and what to learn from it may be life changing). Could be being asked to help, being chosen to join a team (google Janice Ian’s song ‘at 17’ – ‘whose names were never called when choosing sides at basketball’. Winning an award, getting feedback from something you have said, written or done. Of course, tangible changes like money and promotion are often what many think recognition is all about. The UK’s problems with recruitment and retention of GPs are about listening and recognition not money.

The Pearson Teaching Awards is a wonderful example
It has been a privilege to be one of their trustees (though my statutory time is up). Their aim is ‘’Celebrating Transformational Teaching across the UK’’. It was started by the film director David , now Lord, Putnam in 1998 when, at a gathering of teachers, he thought how good it would be if there was the equivalent of Oscars for them. There are now awards for every category – Outstanding New Teacher of the Year, Digital Innovator, Head Teacher in a Secondary School, Teaching Assistant, Excellence in Special Needs, Teacher of the Year in a Primary School, Head Teacher of the Year in a Secondary School and many more. The long list is created through colleagues, parents and children and also via the ‘’Thank a Teacher’’ scheme which is one form of recognition on its own. The Head Teacher completes the entry which is assessed by judges in areas across the UK.

The highlight of the year is the National award ceremony each October (but sadly not this year) with an audience of around 600 present. It’s an emotional evening seeing these teachers being announced in true Oscar style by a volunteer VIP/Celebrity, opening the envelope, announcing the winner and the school. Then going up to receive their award and to see a BBC video made about what they have done and how. Around 800,000 watch the subsequent ‘Classroom Heroes’ programme on BBC2.

It is a form of recognition which enhances corporate recognition as well. 
I feel describing these events in corporate PR language somehow demeans their real value. Teaching is not a world of spin, here are teachers at all levels who care for what they do and demonstrate great ability to change the lives of the children they teach.

Why do such ceremonies always move me?
It’s because they make me think of the millions of workers who are NEVER recognised for anything and this winter there will be many more. Companies recognise their alumni whose later success indicate that the firm is a springboard or an ‘Academy Company’. But how about recognition of those made redundant? Who tracks them? How do they feel about you? How might you help them retrain, network with others? Do they feel that they too are recognised as alumni? You must have thought they were good enough to hire.

Is not the ability and the preparedness to recognise people an essential ingredient of an employer brand you can be proud of? even more important in bad times like this.

Recognise AVON for how they recognise their representatives
Recognition is a vital part of the experience they offer those who work as independent representatives selling Avon’s products to their neighbours. I have worked for them as a supplier and been a guest at local awards ceremonies
That is where I have seen how genuine, heartfelt, engaged and people focussed the senior management are. They could not fake how they behave and they would not be employed if they could.

Investors should probe a company’s ability to recognise their people
On 29th Sept, at a virtual CIPD London conference, I heard Leena Nair CHRO of Unilever brilliantly describe her approach to enhancing the potential of all human beings at work (Unilever employs 160,000).I’d recommend every fund manager and investment analyst, when meeting Corporate leaders, to meet people like her. The financial numbers are only part of the picture, investment professionals should explore management of the soft issues and recognition is one of them.

Simon Barrow