We are introducing Wall of Fame in our office, so I have to send an email to managers to tell me the name of the top 3-4 performers from their respective teams. Pleases guide.
From India, Delhi
1From India, Delhi
Dear Kavita,
You have raised a query on "Wall of Fame", however, hope you are clear about this concept. A wall of fame refers to the display of individuals list of achievements to mark their recognition in their own field that is chosen by a group of experts.
A mention on the wall of fame merits when an individual or a group of persons achieve something that brings glory to the company. It could be the creation of a pathbreaking product or service.
A wall of fame is far more than a routine "Employee of the Year" award. It is also much more than the overachievement of the target. Once a person's name is listed on the "Wall of Fame", then it remains forever, whether the person remains with the company or not.
Around a decade ago, I had conducted a training programme for a company whose business was providing backend services to a bank. Amongst my participants, I had a team leader who informed me that he and his team are working on a project that was purely their initiative. They were working on something that could have eliminated a certain process. The elimination could have saved their company's US$ 28,000 or even more. After doing 9 hours of regular work, they were working for one more hour extra. Later, I came to know that they had succeeded in their project and they had the privilege of getting their name endorsed on the "Wall of Fame".
When an employee or a group of employees do something outstanding, then their work is spoken about anyway. If you are required to send an email to the managers asking them to send the citation, then I doubt whether the achievement really merits a mention on the wall of fame.
Think Opposite: - Every coin has two sides and we need to consider the opposite side also. If you wish to raise a "Wall of Fame", then it merits raising of "Wall of Shame" as well. On this wall, though the names of the employees are not mentioned, the failure of the company is mentioned. The instances that brought disrepute to the company, or had to suffer a setback, are mentioned. A newly joined employee is given a choice whether to be a part of the "Wall of Fame" or "Wall of Shame".
You may send an email to the HODs or the managers to send the citation for the "Wall of Fame", nevertheless have you designed a policy on this subject? Sending the email should be a part of the policy. It cannot be done out of a fit of quixotism.
Thanks,
Dinesh Divekar
From India, Bangalore
You have raised a query on "Wall of Fame", however, hope you are clear about this concept. A wall of fame refers to the display of individuals list of achievements to mark their recognition in their own field that is chosen by a group of experts.
A mention on the wall of fame merits when an individual or a group of persons achieve something that brings glory to the company. It could be the creation of a pathbreaking product or service.
A wall of fame is far more than a routine "Employee of the Year" award. It is also much more than the overachievement of the target. Once a person's name is listed on the "Wall of Fame", then it remains forever, whether the person remains with the company or not.
Around a decade ago, I had conducted a training programme for a company whose business was providing backend services to a bank. Amongst my participants, I had a team leader who informed me that he and his team are working on a project that was purely their initiative. They were working on something that could have eliminated a certain process. The elimination could have saved their company's US$ 28,000 or even more. After doing 9 hours of regular work, they were working for one more hour extra. Later, I came to know that they had succeeded in their project and they had the privilege of getting their name endorsed on the "Wall of Fame".
When an employee or a group of employees do something outstanding, then their work is spoken about anyway. If you are required to send an email to the managers asking them to send the citation, then I doubt whether the achievement really merits a mention on the wall of fame.
Think Opposite: - Every coin has two sides and we need to consider the opposite side also. If you wish to raise a "Wall of Fame", then it merits raising of "Wall of Shame" as well. On this wall, though the names of the employees are not mentioned, the failure of the company is mentioned. The instances that brought disrepute to the company, or had to suffer a setback, are mentioned. A newly joined employee is given a choice whether to be a part of the "Wall of Fame" or "Wall of Shame".
You may send an email to the HODs or the managers to send the citation for the "Wall of Fame", nevertheless have you designed a policy on this subject? Sending the email should be a part of the policy. It cannot be done out of a fit of quixotism.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Colleague,
Well said by our Colleague:
To Add:
WALL OF FAME: It usually refers to the display of individuals list of achievements to mark their recognition in their own field that are chosen by a group of experts. It will be a good motivational tool and in the past we did this in few of our companies especially function-wise. This has to be implemented with due deep diving in to the pros and cons of the system. If simply names are collected from the managers by sending mails it might have its own challenges. There may be individual bias, preferences and so on like any other system which will in the long run defeat the system and it will not go good. What is to be done?:
1. A good amount of home work by devising a clear Policy on Wall of Fame
2. Decide the Criteria of eligibility to decide names
3. What are the critical parameters to become a chooser of names for Wall fo Fame
4. Whether it will be a good idea instead of going only with Managers is it possible to go 360 degree method of considering feedbacks and then deciding names
5. What rewards added to the names listed in the Wall of Fame
6. What type of Panel to screen the recommendations and names coming out of 360 degree (Top + Bottom+ Lateral layers)
7. Guidelines to the Panel Members finalizing the names every time
8. What periodicity
9. Is it not good to list the extraordinary contributions or achievements of the members listed
10. How to handle this with care so that other great contributors are not missed out of they are not getting de-motivated etc
These are some valid questions to be answered before you move on with the very good idea you are proposing to do. All the Best.
From India, Chennai
Well said by our Colleague:
To Add:
WALL OF FAME: It usually refers to the display of individuals list of achievements to mark their recognition in their own field that are chosen by a group of experts. It will be a good motivational tool and in the past we did this in few of our companies especially function-wise. This has to be implemented with due deep diving in to the pros and cons of the system. If simply names are collected from the managers by sending mails it might have its own challenges. There may be individual bias, preferences and so on like any other system which will in the long run defeat the system and it will not go good. What is to be done?:
1. A good amount of home work by devising a clear Policy on Wall of Fame
2. Decide the Criteria of eligibility to decide names
3. What are the critical parameters to become a chooser of names for Wall fo Fame
4. Whether it will be a good idea instead of going only with Managers is it possible to go 360 degree method of considering feedbacks and then deciding names
5. What rewards added to the names listed in the Wall of Fame
6. What type of Panel to screen the recommendations and names coming out of 360 degree (Top + Bottom+ Lateral layers)
7. Guidelines to the Panel Members finalizing the names every time
8. What periodicity
9. Is it not good to list the extraordinary contributions or achievements of the members listed
10. How to handle this with care so that other great contributors are not missed out of they are not getting de-motivated etc
These are some valid questions to be answered before you move on with the very good idea you are proposing to do. All the Best.
From India, Chennai
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