A manager's role in recognition is often the most influential and engaging part of the recognition process for employees. That is why it is important to review and publish recognition posts in a timely manner. An important impact of managers reviewing recognition is they can ensure that published stories contain a specific action and the benefit or impact of that action. Managers' involvement can also help employees have confidence that the published story will be one they can be proud to have read by the highest level of management.
Accessing the post review form
You can access posts waiting for review in multiple ways:
- Managers will receive a notification email (or text message or mobile app notification) that they have a recognition to review. Click on the link in the notification message to go directly to the review page in the platform.
- Access recognitions to review by clicking the Recognitions In Progress quick link on the home page. This will bring you to the Activity in Progress page where you can select the recognition post to review. Click the Review button or the title of the recognition post to open the Post Review Form.
- Recognitions that are waiting for review also appear as notifications in the menu bar. Click the icon to open a drop-down menu that lists your notifications. Click the notification about the post to review to access the Post Review Form.
- Click the drop-down in the top menu bar next to your profile icon and select Activity in Progress to navigate to the Activity in Progress page. Click the Review button or the title of the recognition post to open the Post Review Form.
Publish the post
1. REVIEW THE STORY
Check that the story includes what the employee did that others can learn from and the benefits or impact of the action (How to Write a Recognition Post).
If the story needs to be edited, there are a few options: talk to the person, edit the post yourself, or return it to the author to edit. If the post contains an image or video that you deem inappropriate or not relevant to the story, you have the option of removing it, or you can return it to the author with a note.
Don't approve substandard recognitions just to save time. Have a conversation with the author to get the details needed to ensure the story is a powerful example that others can learn from (or use one of the other options noted above).
2. SELECT A RECOGNITION TYPE
Choose a type for the recognition based on what others in the role typically do and the benefits/impact of the action. Hover over the different recognition types to see a brief description.
If one of the main reasons why you decide on a specific recognition type is not mentioned in the story, be sure to include it in the description by editing the recognition. (For example, you may decide to select Above and Beyond instead of Setting the Standard because the employee went out of her way to perform the action after her shift was over.)
3. ADD FEEDBACK
Write feedback to the author and the recipient. The message to the author is private and is only shared with the person via email.
The recipient feedback can be made public, where it will appear as a comment on the Activity Feed, or kept private by clicking the circle underneath the feedback box (the Keep this feedback private button).
Remember: Public feedback by a manager can increase the power of the recognition for the recipient and others!
When you are finished reviewing the recognition and writing comments, click the Submit button at the bottom of the form.
An email notification will be sent to both the author and the recipient. (If the recognition is for a group, notification will be made when all managers have selected Submit.)
If you like, you can now print a certificate to provide to the recipient. This is recommended when employees don’t have email addresses.
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.
Is there ever a time when you won't publish a story? Every once in a while multiple people will capture the same event in multiple recognition stories. In that event, you may choose to publish only the first of the stories to prevent overloading the system with duplicate stories.
Also, if you think the recognition is not one that others could learn from and is not powerful enough to warrant a formal post, you may prefer to speak with the author and recommend a face-to-face thank-you rather than a formal recognition.
In these exceptions, you will use the Remove feature to delete the post from the system.
Note to Program Administrators: If you are tasked with publishing a post on behalf of a manager, impersonate the manager and publish following the steps above in order to add comments and select the appropriate recognition type.