Our companies have oodles of great employees who deserve red carpet treatment. We need to make sure we celebrate their achievements and recognize their hard work and contributions. Many of our employees quietly, and consistently, perform amazing work behind the scenes. Apply these Top 10 Ways and make your great employees feel like stars. (more…)
It’s the reason I started my company in educating and training managers over twenty years ago. I saw that no one was showing managers how to give meaningful and effective recognition to their employees.
Oh, there were a lot of memos and mandates from on high. Senior leaders would always tell managers to say “thank you” more often. This was always triggered following the latest employee satisfaction or engagement survey revealing low scores with employee recognition.
You probably know the proverb from the Chinese philosopher, Confucius that states, “I hear and I forget. I see and I remember. I do and I understand.”
This has been the catalyst for why managers can have a hard time giving recognition. Followed through to the end it is also the key solution. (more…)
Find the right time and place for recognition.
Make sure to give everyday recognition at a time that does not interfere with or impede work. And strive to know the individual’s recognition preferences and respect their wishes. Don’t perpetrate a recognition ambush that is totally unwelcomed! Even instant recognition may need to be scheduled into the day – even if only for 10 or 15 minutes. That way all work colleagues and project participants can dedicate their focus on the individual or team. Give the full attention that these recognition moments deserve.
You are probably aware how the Gallup Q12 Index asks a great recognition related question in their measure of employee engagement.
They ask the question, “In the last seven days, have you received recognition or praise for doing good work?”
So let’s pretend your company conducts the Gallup Q12 survey or a similar evaluation tool. A year later nothing has changed with your lack of recognition. What are you then supposed to do then?
I think we’ve created a very dependent and needy world. We are too dependent on our smartphone notifications and automated communications. There’s perhaps an entitlement mentality where we’re thinking others are always expected to do things to us, or for us.
But what if the recognition and praise doesn’t come your way? Is there anything you can do to correct this?
My goal in this post is to put you in charge of getting the praise and recognition you deserve when you want it. (more…)
There’s too much reliance upon recognition program data and engagement survey results as the source for trying to make recognition better.
All these metrics do is tell you what happened with recognition a month ago, six-months, or a year back. We don’t do a very good job with this hindsight learning. And we rarely stop to ask ourselves questions about these measurements. Nor do we plan well and take action on the data we collect.
These “output” oriented metrics are easy to measure. If you use a recognition program this is noted and recorded. Check. For engagement surveys, you answer each question using a Likert scale response, such as I feel valued and appreciated for the work I do at that particular point in time. Strongly agree.
When was that again? The program I used last month and the last engagement survey was 8 months ago. Measures like this are referred to as lagging indicators because they lag behind the occurrence of the recognition experience. A problem with lagging indicators is they are hard to improve upon or influence because they are in the past.
Let’s stop looking at retroactive memories of what caused someone to be recognized. My suggestion for improving recognition is to ask what happens before every recognition experience? Think about it.
Are you ready to see what you can do to improve the frequency of recognition being given to everyone where you work? (more…)
Finding time to recognize others can be challenging, that’s for sure.
But when we take on an attitude of respecting and valuing people and their contributions then recognition becomes so much easier to do.
Yes, recognition giving requires personal commitment and self-discipline.
By putting a few of the following time management principles into place you will see how you will have more time for recognition giving. (more…)
There’s a right way and wrong way for recognition.
You know and will discover, that some people love the limelight in front of others when they are recognized. But there are others who only want private, one-on-one recognition. Make sure to respect people’s preferences. By following people’s wishes, even private recognition presentations will have a wide-scale impact. The recognition recipient will value your consideration of their preference. And they will continue to emulate the positive behavior you’re acknowledging. No matter how people want to be recognized do it their way.
Recognition Tip #44: Be an active observer of your employees.
Notice what they read, photos of friends and family they have on display, where they go and what they do for lunch and after work, interests shared in conversations. All of these details will help you with personalizing the recognition you give to them. Allow this to be a natural, immersive experience versus appearing to be stalking them!
Is it possible that some of us, as supervisors, managers, or even as employees, are unknowingly biased in our approach to giving people recognition?
This leads to the whole issue of fairness. Fairness often comes up whenever people do not feel appreciated and valued for their contributions at work.
According to The Corporate Leavers Survey conducted in the United States by the Level Playing Field Institute, more than 2 million professionals and managers voluntarily leave their jobs each year due to perceived unfairness. This produces a turnover cost for U.S. employers of $64 billion annually.
Yet there are times we are not even aware we are biased.
What can you do to make sure all of your employees are not letting bias get in the way of acknowledging the great things going on at your company? How can you stop any perceived biases with recognition giving when you see it? (more…)
Give recognition to your teams the right way.
Express appreciation to all team members when a project has been completed successfully. Meaningful recognition comes in so many different packages and team recognition is as important as individual recognition. Make sure each teammate is recognized for their specific, individual contributions. Create a celebratory experience and the resulting team spirit will be contagious.