Should a CEO be actively involved in an employee recognition program?

I don't know how active they would have to be, I think it would depend on the size of the company. For smaller companies I would think they should be involved to some degree. Someone in upper management should be actively involved.

I work for a small-medium sized company and last year I received a personalized note from my CEO congratulating me on my successes from the previous year. I will admit it feels great to be appreciated, and being unexpected it meant that much more. Personally I wouldn't hold it against him if he hadn't though, as I said it wasn't expected.

Without the active visible participation of the top excutives, no one will take the recognition programs seriously. If the CEO takes the lead with the program, everyone knows that there is a serious commitment and this is an important activity.

Unless the CEO is involved, no one will really believe it and it will eventually lose credibility. That’s been my experience with programs at Lockheed and other larger companies I’ve worked for in the past.

All lasting change comes from the top, whether you’re installing a new ERP, CRM or supply chain system, or attempting to keep valued employees engaged and committed. One company had a series of President’s Awards given out every year and it included a $5,000 bonus and a ton of recognition from the CEO. The competition to win one of these was fierce. A friend of mine won it for writing a series of video device drivers and printer drivers for Sun workstations and servers while juggling his full time, demanding job.

I’ve seen the impact first hand, it’s galvanizing when the CEO puts their heart into these programs and makes them real.

If CEOs are too busy to participate, l'd look at what the heck they are doing that is more important. It better be a financial crisis or a merger of something other than "I am too busy."

I suggest everyone watch Undercover Boss to see how employees respond to the CEO's caring and involvement.

I think Jim says it all. If the senior management team only pays lip service to your recognition initiatives they are likely to be ineffective.
The CEO's involvement should be used judiciously and strategically. They should not swoop in and take the direct manager and others out of the process, but they have a significant role.

Since the CEO plays an active role in establishing and maintaining the culture of any organization, their participation in any recognition program is essential.

The larger the organization, the more difficult the job is for the CEO and other Senior Executives to be/stay involved but I believe it is a basic requirement of a healthy culture.

Support does not imply administration or micro-management of the process but rather being an outspoken advocate of recognizing great work wherever and whenever it exists.

Absolutely! A very visible tenet of an org's *real* culture is who's promoted & recognized. CEOs & leaders drive culture.

Caty, thank you for posing this question. It's generated good dialog. As a provider of global employee recognition programs, my company, Globoforce, has had the opportunity to see first hand what makes programs successful. CEO and executive-level sponsorship is critical - as Joe says, leaders drive culture. Well-run recognition programs are about creating a strong culture. The companies who have the most successful programs have CEO level support - often the CEO will be involved in training via videos and other methods. And they pay attention to the metrics of recognition.
Globoforce conducted the research you referenced in conjunction with SHRM. Anyone interested in hearing more about the results, can listen to the webcast at which SHRM and Globoforce shared the results.
http://globoforce.com/globoblog/
By the way, I LOVED Adam's comment -- the surprise is what it's all about. Good recognition programs work because they are not an entitlement -- they show employees a company cares about corporate values and discretionary effort.

Carol thank you for the kind words and I too would to thank Caty for producing this question.

To clarify my comments, I do believe upper management (depending on organization could be VPs, C-Level Execs, etc.) should be actively involved in employee recognition programs and coming from the CEO would probably carry more weight.

But for certain organizations I don't know if the CEO in particular needs to be the one spearheading the initiative. I would also mention the answer would depend on one's definition of active.

Does providing the vision and purpose but not over-seeing the day-to-day activities count as active?

Adam
I agree
Setting the vision and values are the key role of the CEO for recognition programs. Generally, the HR team would take leadership and ownership for day to day management the program. The CEO can also show support by including key metrics for recognition with other business indicators used to measure business and management team performance. Recognition can significantly impact employee engagement -- and that in turns impacts the bottom line.

Yes they should. You can't have a business without people and if CEOs want to avoid providing recognition to the people who are making a business work, they do not deserve to be a CEO and I don't care how smart they are.

The CEO needs to embrace it and encourage it because in doing that, the program's credibility will trickle down throughout the organization and everyone will be involved. If a CEO is too busy to shake the hand of an employee being recognized who is, in fact, lining his or her pockets with fat bonuses, that's a CEO I would not want to work with.

About 100 years ago I worked for Nordstrom for about 5 years. I remember every single time Mr. Jim, Mr. Bruce or Mr. John (Nordstrom) visited the store. They always took the time to walk the floor and speak to everyone. I vividly remember Mr. Jim Nordstrom asking me what I did to differentiate myself to become a "Pacesetter" in a department where there were few.

CEOs should participate in recognition programs because if they think something is important, it is. If they ignore something, so will everyone else.

Thanks for the input DW... I would think anyone in the Supply and Demand Service Sector would have a serious Hands On Approach as did Mr. Nordstrom along with Jim & Bruce possible following suit.. So what did you do to differentiate yourself to become a Pacesetter in a Dept where there were few... When I think of Pacesetters it is always in conjunction with a Pyramid Setup and promenade dancing...

I have to agree with all the opinion's... It would be hard to believe that everyone would not want the recognition from a CEO... The larger portion of CEO's began their careers as someone recognizing them and being given the inspiration to rise to the top through the muck and the mire however they sometimes take it for granted that their success was from their own making... That is quite possible true but highly unlikely... For the unfortunates who are led by their nose from these egotistical maniacally driven dolts there is but two choices... Grin and Bear it or move on... Most People need look no further for the same actions from acquired narcissistic personality disordered actors and politicians…

If the CEO is free then why not he has the same rights as all the employees.

Yes. If you have to convince the CEO to participate, I'd wonder about the CEO.