Do your employees feel valued and appreciated for their work contributions? If not, is it because recognition is not top of mind for your leaders and managers? What if you could remind your leaders and managers to recognize more often? Are there ways that technology can help?
There is a way to nudge your leaders and managers into giving more frequent and better day-to-day recognition to their direct reports, and others. You can create triggers for your leaders and managers to give more meaningful and consistent recognition to people. This will guarantee affecting the overall employee experience and improve performance, too.
Recognition is such a positive thing to give and receive that you would think teaching people how to give recognition to others should be easy.
But different studies such as from Gallup show that only a third of employees ever receive recognition in any week for doing outstanding work.
People always submit lots of reasons as an explanation for this recognition deficit. However, one dominant answer is not knowing how to give recognition to people the right way.
Adam Grant, the award-winning researcher and Wharton School professor, gives a probable reason teaching people to give recognition is not as easy as we think it is. From his research and book, Give and Take, he shows that in our interactions with others most people operate as either takers, matchers, or givers.
Takers work at getting as much as they can from others while matchers look to evenly trade between one another. It’s the givers who are the rare breed of people who contribute to others expecting nothing in return.
It would appear from this research that perhaps giving recognition is already easier for those who are natural givers than for those who are takers or matchers.
What can we learn from these givers that can help us teach all types of employees to more easily give recognition?
One way to make recognition happen more frequently is to make it visible. When recognition is more conspicuous as a principle throughout the entire organization, it’s easier to make recognition more a way of life than just a program.
Creating visibility for recognition requires both an individual and organizational focus. Does your organization have a low, medium, or high level of recognition visibility?
Examine the following areas to see what you can do to have recognition more visible.
If you want to get everyone giving better and more effective recognition to people, you will probably have to educate and train them on how to do that the right way.
However, before you even start any education and training to teach recognition giving skills, there are a few things you should do beforehand to guarantee success. These preparatory steps will help you to get people ready to give better recognition.
Check out this list and put at least one step into practice this coming month.
Knowing the right things to say is critical for giving authentic, meaningful recognition. Expressions like, “I want you to know how much I appreciate your help today with finalizing ABC’s incentive program launch. You saved the day for us, Kim, by getting everything ready to go,” makesuse of all the right words. Check out the Top 10 Powerful Words below for crafting amazing recognition and tune up how you give recognition.
There are a lot of things the current pandemic has affected with how we use our recognition and reward programs.
Many organizations affected by the pandemic economically have reduced revenue because of shutting down production, a lack of sales, and the impact on clients affording goods and services.
The bottom-line outcome is companies cannot always afford to pay for rewards as they normally would.
People have asked for guidance on how to communicate to their teams the need to prioritize no or low-cost recognition options versus use of rewards in view of the financial reality. They also don’t want to give a negative viewpoint.