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.
Buy-in is simply transactional, monetary and short-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…)
There are still some of them out there. I truly hope you’re not one of them…but hard-nosed leaders are not good for business anymore.
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…)
Senior leaders are not always the best recognizers or praisers of employees doing good work. They are where they are for many reasons and it is not often for recognition giving.
My question for you as a manager or owner of employee recognition is, what are you going to do to help your leaders do better with giving recognition?
Don’t sweat that last question.
I am going to offer you some simple ideas to help you help your leaders give better and more frequent recognition to employees. (more…)
When I phoned overseas to my Dad in the South of England, I would often ask him how he was doing. His standard reply for many years was, “I’m fine…it’s the others.”
Recognition giving follows a similar pattern to my father’s response to life.
You can actually give genuine recognition to someone for their demonstrated actions or results. But, does the recognition you give to one person have any impact, positively or negatively, on the other employees who work with that recipient of recognition? (more…)
We were all shocked to hear how thousands of Wells Fargo employees opened up millions of fake accounts.
Were rewards a factor in the rampant unethical practices of these employees?
Rewards have their place but they must be used with great care.
Let’s take a look at what happened at Wells Fargo and see what we can learn from this case. (more…)
It keeps coming up. How do you motivate and recognize the CEO or senior leaders?
Today I was asked two questions about recognizing senior leaders and executives. Should you use money? And if not, what do you recommend?
The quick answer is “no” to using money as a recognition method. Monetary recognition is a misnomer. Money is strictly a reward and falls under compensation. Enough said. (more…)