- Start with the positive. What are they doing to drive employee engagement? Give them credit for the way they currently support their team.
- Find out what kind of actions they believe to be worthy of recognition.
- What actions would they like to see their team do more? Maybe they roll their eyes at recognition for bringing donuts to a meeting, but they would happily recognize someone for sharing information between departments.
- What do other departments do that helps their team? Maybe they would be more likely to recognize other groups and that is a good starting point.
- Share recognition metrics so leaders can see where they stand in regards to other leaders.
- Ask managers at are powerful recognition practitioners to share their experiences.
- Model recognition in leadership meetings. Regularly ask the group to share recognition stories, either about the people they manage or for the managers themselves. It's easier to be generous with recognition when you feel your efforts are appreciated.
See also: Why recognize? For believers and doubters or VIDEO: Converting recognition doubters to believers (40 minutes)