Most times, managers find it easier to have a quick conversation with the author of a recognition when they have questions. This best practice also makes it less likely that an employee will feel discouraged by having their post returned. However, if electronic communication is really convenient or necessary at the time, you may choose to return the recognition post to the author. Reasons for returning a post include:
- To get clarification if the action or impact isn’t clearly stated.
- If it is not clear how best to select a recognition type.
- To inform the author that the specific example has already been captured and won't be published.
When returning a recognition, include comments and questions to the author so he or she can revise the description appropriately, that is, state the reason you are returning the recognition and, if possible, provide direction on what you are looking for (e.g., "This sounds like a great action, but it doesn't state exactly what happened after. What was the result of this action?").
Don't approve sub-standard recognitions just to save time.
Keep in mind
At the start of a recognition program it may take a while for the workforce to get used to submitting quality recognition. Increase recognition quality more quickly by sharing well-written examples with your team on a regular basis both in-person and through the program. If a recognition you are reviewing doesn’t seem powerful or doesn’t make good sense, get into the habit of respectfully requesting more information from the author to keep the quality of recognition high.