When I write, you don’t necessarily know which generation I belong to.
Oh, there may be the odd word or two I use that might give away which generation I’m from. But for the most part I write the same way I speak.
And as each of you read what I write about authentic recognition, I hope you will respect and value what I contribute from my expertise on the topic of employee recognition and not by which generation I’m from.
What has this got to do with generational differences and employee recognition, you ask?
Some of you know me, I know. But most of you do not.
You are blind to my age and generational category.
Yet you read what I write because you believe that I have something in my content that might help you in your work.
You respect me for what I write and this correlates with you respecting me as a person.
You do not value or recognize me for my age. You do not categorize me into a generation and say I must treat you differently. You hopefully engage with me as a human being who has worth independent of anything I write, say or do. Then if I do contribute something that merits recognition you will acknowledge me the same way you would your neighbour at work or at home.
You will recognize me as a person and not a generation. (more…)
For over 30 years now research studies continue to show one of the highest reasons for leaving a place of employment is a lack of recognition for workplace contributions.
You can learn to solve the challenges in your organization’s approach to giving people effective recognition, by looking at The 3 Essential Factors for Recognition.
Understanding these factors will provide you with insights as to where your own organization is presently at in appreciating the work and worth of your employees and what you need to do next.
What are these factors? (more…)
I love the work of Robert “Bob” Mager with his framework for preparing learning objectives, and criterion-referenced instruction (CRI), and for his work on dealing with performance problems.
If you haven’t already read his book “Analyzing Performance Problems” and the included process flow, you should. It is a valuable tool to invest in for figuring out why people aren’t doing what you think they should be doing.
According to Mager, there are potentially seven reasons why people drop the ball on performance results. I continue to see these seven reasons highlighted in my work with employee recognition, let alone why things don’t get done at home, or even within my community and church responsibilities.
Let’s take a closer look at these seven reasons. (more…)
Giving recognition to people the right way every time is an experience that requires vigilance in doing several things very well.
The following 7 areas need to be done right, consistently, in order to make recognition as positive and meaningful of an experience as possible for each recognition recipient.
Examine the following factors and learn to apply them carefully. (more…)
You won’t have to worry about this being a long history book. But it will be a slightly longer post than most.
You won’t have to go on an archaeological dig to find any ancient remnants.
In fact, the origin of employee recognition is relatively new.
Which is why it is not always well understood or properly utilized.
Having an understanding of recognition’s not so distant past will help you better appreciate the quandaries and challenges you face in your role. (more…)
Many of you responsible for employee recognition in your organizations have a hard time getting full support and attention of your managers.
Some just don’t get it as far as understanding the importance of recognition in the eyes of their employees.
A few managers rose to their current position solely based upon expertise or technical competency and not for any people skill or emotional intelligence strengths.
Your job is to spark their interest in recognition when they are being bombarded with so many other priorities and distractions.
In reality, we tend to remember two kinds of events in life – major negative happenings and warm, positive activities.
Your goal should be to get managers excited about giving recognition and make it a warm and positive memory for them.
Learn from these four ways to raise the excitement level. (more…)
Wake up world! Cubicle nation is being taken over by open office plans. At least seventy percent of all offices in America currently have an open floor plan.
The open office plan motivation for many companies has certainly been cutting real estate costs, while trying to sell the hope of greater collaboration with colleagues. Meanwhile, some offices have carefully looked at architectural design and layout to actually make creative use of their available space.
Conceived in the nineteen-fifties, the open office concept was initiated to facilitate communication and idea flow. Now, over fifty years later, the verdict is questionable to whether those initial goals are being achieved. (more…)
We all want to give people recognition that is valuable and meaningful.
The trouble is so few of us have been shown how to actually do this.
I think you can make something more valuable by putting in the extra time, effort and care needed to enhance the value of a person and their contributions.
Consider the jeweller who changes a diamond buried within the rough stone into a glorious and sparkling, multi-faceted gem.
This is exactly what you must do to give people the valuable and meaningful recognition they desire.
Like the diamond jeweller, valuable recognition requires specialized knowledge and techniques, and possibly tools and equipment to make it happen.
There is a simplified process for making diamonds I want to share with you.
I think you will find this process helpful, as I want you to think of yourself as bringing out the diamond in each of your employees. (more…)