Many of the organizations that consistently and transparently review their aligned goals also incorporate reward and recognition programs. Some utilize campaigns, contests, or celebrations. The most effective reward programs are not large-scale corporate events, but rather localized programs led by middle managers with attendance by executives. The reason for this is that employees most closely associate and identify with their immediate management.

In addition, most employees believe that they can achieve performance equal to that of their peers, but may feel that other regions or countries have advantages over their locale.

Sometimes friendly competition is highly effective. Both individual competitions and team competitions can be equally effective. When seeking to build team cohesiveness as well as generate results, creating competitions between offices, regions, or countries can be a great choice.

Remember the importance of simplicity.  A phone call or e-mail from an executive acknowledging performance or extra effort during an important project goes a long way.

A CEO told me about walking around the office to thank employees for their contribution and to wish them a happy holiday. It had been a particularly difficult year for the company and the industry. One employee said to her, “In my 30 years with the organization, the CEO has never come around to thank us.” In fact, she had when she took on the role a few years earlier, but that is OK. This employee no doubt shared his pleasant astonishment at the CEO’s actions with his family and friends. Small actions can make a powerful impact.

When these actions are performed consistently, there is a cadence of accountability. This creates predictability and consistency. These are the hallmarks of integrity. The leaders do what they say they will do. They focus on and speak about what is most important.

My clients accelerate their results – increasing profitability, leadership performance, innovation, and accountability. I would love to discuss how I might help you and your executive team. Contact me today.

Originally published in Feet to the Fire: How to Exemplify and Create the Accountability that Creates Great Companies. Get your copy today on Amazon!

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© 2018 Lorraine A. Moore. All rights reserved. Permission granted to excerpt or reprint with attribution.