You and I need to learn how to truly value people and their contributions.
When we respect and acknowledge people properly for the effort they make, giving recognition demonstrates our respect for them and shows they are truly worthy of our time.
I have written before how giving recognition does not take very much time to do. Yet, it is the number one reason, or barrier, for why people don’t give recognition.
Making recognition a part of your DNA – means following a consistent, systematic approach to how, and when, you give people recognition.
Many years ago the late business management guru, Peter Drucker, purportedly said, “Culture eats strategy for breakfast.”
While there is still debate as to whether Drucker actually said the line or not, it was attributed to him by Mark Fields in 2006, and he later became the chief executive of the Ford Motor Company.
At the time Drucker probably made this statement there was a lot of talk about business strategy in the Ivy League business schools.
His point was well taken that you should never neglect culture.
However, as the authors Boris Groysberg, Jeremiah Lee, Jesse Price and J. Yo-Jud Cheng, of the recent Harvard Business Review article on The Leader’s Guide to Corporate Culture, point out, a strong organizational culture can be detrimental when misaligned with strategy. (more…)
Recognition Tip #42: Take time to ask people for their recognition preferences.
Create an informal sit-down opportunity and learn about an individual’s goals and what motivates them at work. When the comfort level is present, ask them what they like and don’t like with the recognition they receive from you. Discover their preferred frequency of recognition and how they best like to be appreciated.
There’s one thing that online recognition programs can do for you over the regular, everyday interactive recognition practices.
Recognition programs produce data – lots of data.
And that’s why I want to highlight 3 factors around recognition data that all begin with the letter “V”.
Understanding them should help you see the benefit you can obtain from them if you’re not already drawing upon them. (more…)
Whether an inside job or working from the outside in, motivation on the job is no easy task.
I have always loved the simple explanation for motivation that it is your “motive” to action.
This made me think of the sign I saw the other day that said, “I dream of a better world where chickens can cross the road without having their motives questioned.”
However, motivation from a scientific viewpoint, is always described as the psychological factors we all have such as needs, desires, wants, or drives within us that cause us to do the things we do each and every day.
The tricky part is applying this oft-misunderstood concept on the job. (more…)
Photo by freestocks.org on Unsplash
It is always fascinating to see the written posts that resonate the most with readers and I often make some attempt to analyze the reasons why.
Below are the Top 10 Authentic Recognition Posts for 2017 in ascending order. (more…)
Leaders, managers, and peers alike, can all get confused as to when to use their various recognition programs that they might have online.
This will be a quick guide to assist people with when to give the right kind of recognition according to the programs that you have. (more…)
Leaders and managers of recognition practices and programs rarely get a chance to hone their leadership skills.
And, yet, effective leadership skills are essential for raising the profile and strategic possibilities behind employee recognition.
This post will examine some specific ways you can enhance your leadership skills to maximize employee recognition in your company. (more…)
Fotolia File: #87099239 | Author: Yury Zap
People ask this question of me in a variety of ways.
But the bottom line is, managers, want to know when they should recognize a person or not.
They’re looking for a magic formula that will make their job easier. They want me to provide them with some kind of tool or process to know how to judge whether an action or behavior performed by an employee merits being recognized or not.
The big flag in the title question is the word “deserve”.
How can you deal with this question? (more…)
Here’s my latest Facebook Live on How To Overcome the Biggest Excuse for Not Giving Recognition.
I address some of the common barriers that managers have with recognition. And then I challenge the most common reason given. Is it a valid reason or an escapist excuse? Find out in the broadcast.