Reward commensurate with the achievement.
Give an appropriate valued gift or reward level that fits the performance achieved. The beauty of instant rewards is that these awards are often very affordable and enables you to recognize or reward people more often. Strive to make sure you select awards that are also symbolic of the behavior you are recognizing.
Acknowledging people for positive contributions at work is never dependent on the giver of recognition having a leadership title.
Remember each person in the workplace is a human being first and foremost and deserves to be respected and valued. (more…)
Are you hiding your recognition training from your managers and employees?
Many managers sincerely want to do better at giving positive feedback and recognition to deserving employees. (more…)
Recognition Tip #24: Consistency speaks volumes with recognition.
Do whatever it takes to help trigger your mind to give recognition on a regular basis. Highlight in your organizer to put relationships ahead of tasks. Plan when to give recognition into your day. Set a reminder on your smartphone if you have to.
It looks like you’ve got a problem.
You want to recognize Kim in another location of the company but their work doesn’t require them to connect with computers on a regular basis, if at all.
Right now, you have all your recognition programs hosted under a vendor delivered system located on an online web portal.
And it’s true, not all of your employees are sitting in front of a computer all day long. Your diverse workforce has many unique responsibilities and could have hands on work with little technology interaction.
Consider hospitality and restaurant services and the construction and healthcare industries.
So how do you leverage everything you’ve designed within your online recognition programs to benefit your offline employees? (more…)
Keep a pulse of how recognized people feel.
Simply ask employees whether
they actually feel recognized and valued for their contributions. Ask them in one-on-one meetings or through online survey pulse checks. Recognition is a relationship experience and a felt phenomenon. So recognition program outputs alone do not always equate with employees feeling recognized. You have to capture the subjective and qualitative measures as well. Ask them if they feel recognized.
I have always loved John P. Kotter’s book The Heart of Change and the significant statement he made with, “People change what they do less because they are given analysis that shifts their thinking than because they are shown a truth that influences their feelings.”
Sharing stories is an amazing way to show people the truth in any organization. When stories are well publicized they help influence people’s feelings and impact their beliefs, which in turn reinforces desired behavioral change and results. (more…)
Recognition Tip #23: Whenever possible make eye contact.
Where it is culturally appropriate, learn to make eye contact when receiving as well as giving recognition. There is a tendency if you negate or deflect positive praise to look down at the ground. By making eye contact you create a positive body language position and you help the person who gave you recognition to feel good as well.
People love to win!
Recognition used the right way can help you do just that. Win.
In this case we are talking about winning your business strategy.
Few organizations get recognition aligned with their planned business goals or focused on achieving their well-crafted strategic initiatives.
Which is why I want to share and apply the wisdom of Peter F. Drucker from his work on The Five Most Important Questions. These are considered essential questions based upon Peter Drucker’s theories of management. (more…)
Getting real specific with giving recognition to people could be the difference between either engaging people or losing them out the door.
I am going to share my insights with you on the power behind recognition specificity and the choice of words you use. (more…)