Long-service Ceremony: Long in the tooth or longing for consistency

We’re learning some lessons about tampering with a traditional event such as our Long-Service Award Ceremony. The announcement of format changes has been greeted with a consistent stream of negative feedback, and not all of it could be considered respectful.

What we can obviously acknowledge is the fact that many, including myself, enjoyed that evening in May when we could enjoy a delicious meal with our cadre of cronies. So perhaps we shouldn’t be surprised by the tide of discontent when offering an alternate format toward extending corporate appreciation.

But there is a considerable gap in the conversation. The dialogue to date is one-dimensional, and no dignified organization would condone the proliferation of a gang-style barrage of emails to voice disapproval of an event that has not yet happened. Past corporate communication policies have tried to prohibit this from occuring, but if we want to live our corporate value of openness, there may be another electronic communication solution.

A blog like this can level the playing field, and there is another side to this Long-service Ceremony issue.

· Some frame it as a cost saving issue. The difference in the cost of this year’s format is anticipated to be less than 5% of the cost of the old format, a savings that will be considered irrelevant in a moment.
· The representation from our colleagues in Brockville was very low. This was a made-in-Ottawa event that did not successfully adjust to respectfully include both sites.
· Even in Ottawa approximately 60% of staff could not/did not attend or bother to pick up recognition prizes. For the critics who frame it as a financial issue, more money has been lost through non-participation in the old format than saved in the new format.
· There are people, albeit quiet, who asked for a change when the organizers solicited their feedback. What about those 2/3rds of staff who could not be recognized in the old format? Do they not deserve a voice? Of course they do.
· The organization views employee reward and recognition as a 12-month project. The recent Fall Harvest Country Fair and ROMHC BBQ are examples of events that involve a lot of people and dollars.

I don’t make these points to suggest this new long-service format is the obvious thing to do, but only to make the conversation fair and to end the “piling on” that is occurring in a one-side e-mail dialogue. The old format wasn't perfect. In fact some of the flaws were significant, but it was also an appreciated event in the minds of those who could participate.

This year’s event will be evaluated and we can only hope that staff will be honest and respectful in their participation and assessment.

You can continue the conversation through this blog because it is our intention to continue the dialogue, debate or whatever you consider it. As per our Blog policy, the views presented are those of the author, not the organization, and respectful comments and opinions are gratefully encouraged.