How do you deal with receiving public recognition?
For some, having to go up on stage before a crowd or be in front of their peers at a meeting, and receive well-deserved public recognition, can all seem like torture versus the intended recognition.
And yet, in North America, we have a tendency to almost drag people into the limelight to supposedly honor and laud them.
For the extroverts reading this it is easy to forget there are some employees who plain do not like public recognition. (more…)
Imagine if simply witnessing other people receiving recognition could cause employees to stay working for your company longer and increase their loyalty and productivity.
I am going to refer to a scientific study that does not focus on employee recognition but has some interesting and practical significance for recognition giving.
I read this study a while ago from the University of British Columbia called Escaping Bullying: The Simultaneous Impact of Individual and Unit-Level Bullying on Turnover Intentions (Human Relations, July 2012 vol. 65 no. 7, 901-918).
This study obviously addresses the extreme opposite of such positive practices as employee recognition, and tackles the not so nice topic of bullying.
What the study found was when individuals not directly bullied themselves were witnesses (indirectly or directly) to others being bullied they were more likely to leave their workplace than those directly bullied.
Think about the implications this could have on positive behaviours of praise and recognition. (more…)
One of the standard complaints against recognition that some people make, is if people are doing their jobs, why do you need to recognize them?
A good friend of mine likens this to someone saying, “I love you!” to their partner when they propose to them and then never saying it again. When the partner desperately asks after a year together, “How come you never say how much you love me anymore?” the response is simply, “I told you when I first proposed. Why do I have to say it again?”
It get’s worse when the diehard cynics in the room confront the need for employee recognition by saying things like, “We pay them well enough, what more do they want?”
Yet, for many people, though not everyone, there is an inherent need to feel that they’re making a difference. They want to know that their contributions are valued and appreciated by others.
I am going to tackle this question the best way I can by painting a picture and letting you decide.
Remember the question: Should you be recognizing people when they are “just doing their job?” (more…)
Having exceptional meetings starts with valuing your people and determining what you want them to come away with.
There is a classic cliché definition that meetings are where minutes are kept and hours are lost. However, someone I know recently challenged that perspective by suggesting the idea that every meeting should be a revelatory experience.
If anything, the majority of meetings tend to reveal the harsh reality that little thought went into trying to make them even a meaningful experience. They are often just obligatory time fillers – the cyclical meetings scheduled in our calendars for the standard 1-hour block, with someone dictating the agenda, of little value and even less accomplished.
But what if we could make our meetings more engaging? Imagine showing your employees you value them and their time through changing the way you conduct your meetings. Try these six ways on how to enliven your meetings and show your people they matter. (more…)
The Games People Play
How principles of gamification can help us win at work.
The principles of gamification, or game mechanics, can truly help us with learning and improving our productivity and employee satisfaction in the workplace.
Read the entire article by clicking here
||January 1, 2017
||Training Magazine Article
If you’ve rarely received positive feedback or expressions of affection from your family growing up, then you may have a hard time giving recognition in the workplace.
Or perhaps you were not the most stellar athlete at school and did not have top academic marks warranting any special awards.
When you haven’t received much recognition as a child, youth or young adult, you can easily lack confidence in acknowledging and praising those you work with.
That’s when giving people recognition ends up as another item on the “To Do” list that never gets done.
You can almost fear giving people recognition.
Today I will give you some pointers on how you can gain confidence to overcome your fears. I will show you how to give meaningful praise and recognition. (more…)
Have you ever received an award or some tangible recognition and felt it was a totally rushed experience? Or maybe you felt the recognition was not even representative of what you accomplished?
When these things happen it doesn’t make you feel very recognized because you were not celebrated in a meaningful way.
In this post I will show you how to ensure the awards and other recognition you give to employees are meaningful and celebratory for each recipient. (more…)
Have you ever been in a situation when you were talking with a colleague and he or she just kept looking at his or her smartphone? Kinda makes you feel disengaged and ignored, doesn’t it?
Now the reverse of the situation is whether you have ever done a similar action yourself when speaking with or recognizing an employee.
If you have done this, and I know I have done it several times in my lifetime, I am going to show you some ways to remove such guilt from your communication practices.
What I can promise you is by removing distractions around you that you will improve your employees’ perception of the recognition you give to them. (more…)
For many years when giving workshops on how to be more effective and authentic in giving employee recognition, I often use the words “Beliefs – Behaviors – Results” in a PowerPoint® slide or on flip charts to help participants understand the power and differences of recognition and rewards.
It was much easier to talk about how one can impact behaviors and results than it was beliefs. Beliefs, of course, seemed so much more personal and unchangeable. Yet how often did faulty beliefs, hang ups and barriers get in the way of noticing and appreciating people’s great work.
Can we really do anything to alter people’s beliefs in the learning environment? Can we change people’s minds? (more…)