Recognition Tip #39: Let them eat cake.
Whether a birthday or workplace celebration, a decorated cake with a message on it can be shared with almost everyone. Consider ice cream cakes in the summer. Make note of any personal allergy or diet restrictions and accommodate with a substitute treat.
I promise this will not surprise you.
From my learning sessions and surveys, the number one reason people give me for not giving recognition to peers, employees and managers is “time”.
I’ve confirmed this explanation from managers across North America, Europe, Middle East and India. Managers in thirteen countries in total all claim they don’t have time to recognize one another.
But is that the real reason? What’s stopping those you work with, and maybe even yourself, from recognizing the people where you work?
I don’t think time is the reason. (more…)
Be a positive emissary for recognition.
Talk up the positive power of reinforcing people’s actions and encourage others to recognize those you work with. The most powerful weapon against negativity towards employee recognition is speaking positively about it. It’s so much more fun to emulate a positive attitude by setting the right example.
You can read the research statistics out there on employee recognition and wonder where do you begin.
Take this example from the Gallup Business Journal of June 28, 2016:
“According to Gallup’s analysis, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days. At any given company, it’s not uncommon for employees to feel that their best efforts are routinely ignored. Further, employees who do not feel adequately recognized are twice as likely to say they’ll quit in the next year.”
That means if you had 1,000 employees in your company that 667 of them would say they did not receive sufficient or any recognition or praise for doing good work in the last seven days.
Or consider this nursing example where only 31.6 percent of nurses received praise or recognition often or very often from nurse unit managers. Yet these recognized nurses “showed more job satisfaction, stated they had more opportunities to practice professionally, described a more positive work climate and were more committed to the organization such as being proud to work at and willing to make effort for the unit and hospital” – than those nurses rarely or very rarely receiving praise.
So you have 1,000 nurses in your hospital and the likelihood is high that 684 of them are poorly praised and recognized and have low engagement towards the institution and with patient care.
Overall, that is a lot of people needing recognition. (more…)
Recognition Tip #38: Seek out useful and unique gizmos.
Be on the lookout for any useful gadget or device that will help someone. Listen and keep your eyes open for what someone really needs. Besides stores, even trade show give-aways spark some original ideas. And you’ll even find them at art and craft fairs.
Your goal is to recognize your employees the best way you can. The recognition you give people needs to be seen and felt as being meaningful, memorable and motivational.
One great way to make this happen is to sit down with each of your employees one-on-one and conduct an informal recognition preferences interview.
The only problem is no one ever tells you how to do this.
I am going to spill the beans and give you some suggestions for how to prepare yourself and what you might ask when you finally sit down with your employees.
Are you ready? (more…)
There are some things you just don’t forget.
Often these unforgettable events in our lives are one of two types.
They are either the most positive and meaningful of experiences or they are the most painful and haunting of memories.
One recognition experience I had left an indelible impression upon me because I had to personally draw on the very things I usually teach other people to do.
Consider a time when you have had to use the recognition practices and methods you teach others to do.
Here’s my story about not leaving recognition to the last minute. (more…)
Put more creativity into your recognition.
Instill a sense of creativity with the everyday recognition you give people by adding a personal touch such as a fun game or simply a hand-made card. Infuse more of yourself into the recognition delivery. Creativity will make the recognition you give more sincere and memorable for the recipient. They will always remember the extra effort you put in to make their recognition moment even more special.
Is it possible that those struggling with giving people recognition in your company or organization actually are afraid to do so? Do they have perceived fears that are stopping them from recognizing others?
These days we hear the acronym “FOMO” or the “fear of missing out” which is the anxiety of missing out on rewarding experiences that others might be having. This is typically associated with social media and the need to be continually connected online so the individual can stay connected with what other people are doing.
I would classify the many fears associated with not giving recognition as “FOGR”, or the “fear of giving recognition”.
Latter-day Saints have a scriptural reference that states “…but if ye are prepared ye shall not fear.”(Doctrine and Covenants 38:30)
And so I bring to the forefront the typical fears people associate with giving recognition and provide you with ways you can prepare for dealing with them and helping others cope better. (more…)
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.