Recognition Tip #37: Bring in some noisemakers and have some fun together.
Get kazoos, party clappers and horns for your employees and allow your team members to “blow their own horn” when no one else is. Towards the end of the day or at an appropriate break time, create some fun ruckus in harmonious unison to boost team spirit and morale.
In my work to help people give real recognition wherever they work, I’ve been able to conduct research on the essential behaviors effective managers do well in giving employees authentic recognition.
I identified a total of 40 behaviors observed in people recognizing one another. These were grouped into 5 categories or domains to help us focus people more clearly on the different types of behaviors.
Then we solicited experts in the field of employee recognition to rank these behaviors by how important they were and the level of positive impact they had and how frequently effective recognizers used them.
What I want to do for you today is give you just the top 5 behaviors that if you will implement and improve upon will make you a better recognizer of those around you.
Are you ready? (more…)
There are lot of things that can stop us from giving people the recognition they deserve.
I am going to give you the 5 most common barriers that people have given me as to why they don’t give recognition and I promise not to leave you hanging without some answers.
In fact, you will leave reading this blog post with solutions to overcoming each of these 5 barriers.
Here are the barriers:
- Lack of time
- Not knowing your people
- Don’t know how to give recognition
- No expectation to give it
- Taking good work for granted
Pull out a note pad, open up a page on your touch screen tablet device or computer, and decide what you are going to do to remove at least one of these barriers from your life and vocabulary. (more…)
Recognition Tip #36: Seeking out the unique and unusual.
Keep your eyes wide open for those unique gift items that fit a person’s interests perfectly. Or you might find a gift or knick-knack that is associated with the positive actions the person displayed, their wonderful attitude, or the achievement you want to recognize. These items are like finding recognition gold!
Sometimes you have to plan recognition in.
Make time to get out and catch people doing things right and acknowledge them for what they are doing. Or simply follow through on email or verbal reports passed along to you of great performers and commend them right away. Create a network of recognition champions who become your recognition “field agents” helping you capture positive behaviours worthy of your immediate recognition.
Put a small time block in your calendar, each day where possible, and pause and think who should be thanked or recognized that you might have missed. Great acts sometimes require a little planning.
Do you ever wonder why some employees just don’t feel appreciated for all the great things they are doing?
Perhaps it is because the expressions of recognition they receive are not done with meaningful intent.
You know…we’ve all heard the generic and routine phrases of, “Good job!” or “Well done!” spouted out like automatic speech around us.
I picked up on this idea of “intent” the one day when my wife and I gave our car a hand wash in our driveway. She was spraying the car down before we soaped it up. (more…)
Finding out what motivates your employees can be a fun activity to pursue besides the one-on-one meetings you may have with your employees.
When you can find out people’s interest and what is meaningful to employees without them really knowing then your recognition actions take on an extra value of respect and appreciation.
To discover the personal motivators of those you manage and work with you must become like Sherlock Holmes. (more…)
Many people ask me if there is a right way in how you provide recognition to your groups or teams.
Some of the issues that crop up and cause people to question things with team recognition are concerns like:
- What if one person doesn’t pull their weight on a group project? What do you do then?
- Should you never single out individual performance from teams and only give group recognition?
- Is there a best way to recognize a group of employees?
With tough questions like these it is always good to draw upon principles of human behavior to help answer them properly.
Let’s examine each of the issues raised and see what recognition principles we can apply to address them. (more…)
Recognition itself depends solely on valuing people first before you can ever value anything they actually do.
Let me illustrate what I mean with this with an experience I had a few years back while working in Bangalore, India.
I was doing some recognition consulting work for a major global company. We were on the 12th floor of a regular office building and I was meeting with our hosts in the boardroom of their Indian corporate head office.
My client hosts were facing towards me and I was facing them with the window behind them. I couldn’t help but see something that was going on across the way through the large glass window.
It seems a new hotel was being built for a major hotel chain across the way. The concrete framing of the building appeared to be completed and I could see some men working.
What I am about to describe will help you question the intent and purpose of employee recognition where you work. (more…)
Make recognition as visible as possible.
Make your recognition successes a visible experience – always with the permission of the people involved. Share stories of the positive behaviours and actions employees demonstrate to help reinforce similar results from others. Use all of the available communication channels. Create cascading email blasts throughout the company. Put things front and centre in your newsletter and on your intranet or recognition program website. Use LCD screens, posters, tent cards and storyboards to get the messages out. Do all you can to spread the word. Recognition works!