|Date:||May 12, 2017|
|Appearance:||Why Introverts Also Make Great Leaders|
Maybe you’ve seen what I have seen over 20+ years of trying to help many companies get their employee recognition right.
Often I am dealing with managers in the middle – typically from Human Resources – who understand the importance of employee recognition and are trying desperately to rectify low recognition scores reported by their employees on the latest employee engagement survey.
Even their director knows they need to improve this engagement line, which has been doing poorly for the past few years.
The problem is with the most senior leader.
It can be chief executive officer, president, or chief administrator – whatever the title and whoever the person is at the very top.
They just don’t get it. (more…)
Employee recognition is everyone’s responsibility, no doubt about it.
But there is something about having the personal support and endorsement of your senior leaders that propels recognition to a whole new level.
The 2015 WorldatWork Trends in Employee Recognition Survey showed only 34% of managers felt they had a high level of support from their senior management team for employee recognition programs.
Your goal should always be to get a senior leader’s commitment to making employee recognition practices and use of recognition programs a high priority as part of your company’s people strategy.
You can then prove to them how recognition can help them achieve the business goals you all want to see reached.
Don’t ever underestimate the value of an executive endorsement for employee recognition. (more…)
There have been complaints and questions of late around aggressive sales practices in some of North America’s major banks.
Whether south or north of the 49th parallel the allegations have been the same – a high-pressure sales environment within the banks leading to unethical behavior by their employees.
From where do these problems arise? And how do rewards get in the way? (more…)
Vineet Nayar, an Indian business executive, author and philanthropist, and former Chief Executive Officer of HCL Technologies, authored a critically acclaimed management book a little while back titled “Employees First, Customers Second: Turning Conventional Management Upside Down”.
My colleague and friend, S. Max Brown, had the opportunity to interview Vineet Nayar in Delhi, India for our former Internet radio show, Real Recognition Radio.
HCL Technologies has over 65,000 global employees in 26 different countries in the technology services industry.
Under Vineet’s leadership and vision, HCL changed from a workplace with high attrition and low attraction to being named the Number One Best Employer in India and Best Employer in both Asia and the United Kingdom.
How did recognition and appreciation in the workplace happen because of Vineet’s transformational thinking?
I’ll share some insights I gleaned from the interview. (more…)
By virtue of their formal titles, leaders have a duty to acknowledge people wherever they are and wherever they go within the organization.
And for that matter, they even represent the organization as soon as they step outside of the company doors.
It can be making sure to give the simple pleasantries and greetings in the hallway or on the elevator. Making time for the informal chat in the cafeteria or before a meeting begins.
Leaders must always be on as far as seeking recognition giving opportunities.
No matter where you are or wherever you go as a leader you must make an extra effort to appreciate people and their contributions.
Appreciating people wherever you are takes focus and intention. (more…)
We keep hearing recognition managers and practitioners expressing frustration with being able to get executive “buy-in” for employee recognition initiatives.
This hits home when people are seeking budget approvals before proceeding with a new or evolving program.
Before you can ever get senior leader buy-in and financing for a program you must first gain their personal commitment. Commitment is personal, emotional and long term.
Your job is to get senior level support for making employee recognition an effective organizational strategy…plain and simple.
Follow these 5 simple strategies to get senior leaders support for employee recognition. (more…)
ABC Company initiated new recognition programs over a year ago but somehow managers and employees are just not engaging with them. Participation rates are low and there is not much traction yet.
A major healthcare organization knows recognition is very low from reports of the latest employee engagement survey. Trying to get managers to find time to acknowledge their staff has been a real mindset challenge.
In both scenarios senior leadership was weak in leading the way with personally giving recognition and encouraging others to do so.
I will show you how you can get leaders at the top to lead the way with recognition giving. (more…)
Hard-nosed leaders are the type of people who order and bully employees around which depletes staff of any positive energy they first had when they arrived at work.
Hard-nosed leaders are also prone to not giving any recognition to people.
If you want genuine and well received recognition to work with your employees, it is going to require shaking off old school management styles and plain stopping those individuals who are the hard-nosed leaders. (more…)
Consultants are known for coming into an organization identifying the problems then facilitating great goals and action plans for strategic change and development.
This happened in the early stages of my career as a speech-language pathologist while working in a healthcare facility.
The consultant came in and did their assessment routine and determined our organizational strengths and weaknesses.
Next, this consultant led a strategy development day where leaders and key individuals were invited to participate. I was invited to be in that session as a fairly new employee who was always looking at big picture of things. (more…)