Awards, Recognition and Symbols
Common problems include:
Not easy to wear.
Damage to clothes.
Not everyone likes it.
Cannot easily upgrade or add too.
To specific to use for other types of recognition.
Movement within the organisation nullifies or makes the award obsolete.
Recognition of excellence is not recognised by other parts of the organisation.
A single form of recognition needs to be implemented.
This form must be recognized throughout the organisation and possibly outside of the organisation.
The jewel recognizes excellence. Everyone in the organisation recognises the symbolism of the jewel.
For Instance:
The Peoples bank might motivate their staff in one form and Head office in another. The symbol of recognition (jewel) is however very similar in general appearance, but unique in embellishments.
They spirit of the jewel however, is exactly the same. Excellence.
The branch teller, who has achieved excellence through honesty and customer care and the manger of Marketing at head office, who has turned her department around, might not know each other or their relative seniority. But when they meet they will recognise that the other is excellent. Each persons jewel being slightly different will have a different story to tell.
The ring itself means excellence. To anyone in the organization who does not know the person or business they are in the ring simply says this guy is good at something
The colour or shape or quantity of jewels says how good. What is engraved, or what gem is set or any other decorations will tell a story. The department that has applied for the award has the story. Each department, sub structure can now have any program in place that suits their mission and vision.
The vision and mission of the whole organization are represented by this ring.
How it is embellished is up to departments, companies etc.
To merge many programs is usually one of the most difficult aspects.
Staff has been awarded with badges, medals, coins, watches, cufflinks .in a myriad of sizes and shapes, each representing different programs.
These programs represent past, present and future awards. They also represent a huge investment of time, money and trust.
It would be nice to start again and many companies do, several times. The biggest loss of starting again is to the employees who have invested their trust and recognition in the old programs.
A clear strategy has to be implemented.
The program and jewel should be:
Simple, easily managed and flexible. (flexible in the sense of other programs)
Embraced by the employee.
Easily worn and not worn. (not attached to a name bade)
Elegant, subtle and robust.
Have a story.
Have intrinsic value.
Be coveted.
Be collectable. (Value to esteem and pocket.)
Based on the current Sisonke program I have the following suggestions.
The programs in place involve gems, colours and precious metals.
The other part of the program involves various symbols in the form of animals and birds.
They are worn usually on a chain.
This concept seems to fit the profile of what is needed. Due to the size of these rings there is no limit to how many can be worn. A single jewel on a chain is as pleasing as three or nine jewels. The product is versatile and can be made in the form of brooches, bracelets, cufflinks, pins, tie bars etc.
The Sisonke program can be transposed onto a product like this. The jewel will be in precious metal; gems can be set into the jewel. Motifs can be inscribed onto the jewel. New programs can be embarked on using the same concept.
Suggestions
Everyone should own at least one jewel.
Wearing of jewel is not compulsory.
One day a year have a jewel day Like a civvies day. Any badges awards from past and present should be worn. This will honour achievers even those who would not normally boast
Jewels must be worn on certain occasions of importance.
Small ceremonies (informal) should be held when giving a jewel.
Each jewel should be of certain, measurable value 2 grams gold.
The general form of the jewel should be kept simple and easily recognisable.
Wayne Skews
2003
