Many of you have heard of my three factors for giving recognition: Values, Skills, and Awareness.
If you put these three factors into a Venn diagram of three overlapping circles, you see some interesting insights that help you understand what’s going on in your organization.
I will guide you through what each of these factors means and the different outcomes that happen when you only have certain combinations of each of these factors. Then I will share some ideas on how you can strengthen each of these factors to make giving recognition a natural reaction.
In life, I strive for a basic level of minimalism. I still have a lot of things, but I continually get rid of some things I no longer need or use so I can focus more on what’s most important to me—such as family, friends, joy, and freedom. Minimalism can make a real difference.
However, when expressing recognition to the people you and I work with, there is no need for minimalism with how you communicate your praise and appreciation to them. That means, as I have said before, that those meaningless, short phrases like “good job” and “well done,” don’t work.
If you’re still using them, you’ve gone too far with decluttering your recognition messaging.
This post is all about showing you the importance of telling people the difference their positive actions make on others.
Yes, it is still important to mind your manners and say please and thank you, even in the workplace.
Etiquette and manners seem to fly out the door with common courtesy in dealing with managers and peers. Our language has become short and cryptic with the increased usage of messaging with smartphones.
Yet, January is National Thank You Month, so it seems even more relevant to address this often-overlooked subject.
A recent Gallup survey showed less than half of employees feel strongly that their employers care about their wellbeing. And according to research from Slack with remote employees across five countries, only a sense of belonging was much worse than before the pandemic. Follow these unique ways to create a better sense of belonging with your work-from-home employees.
With our virtual work from home workforce, it is so essential to connect with one another.
What I can tell you is that the strongest leading indicator to ensure that recognition happens is to reach out to people you work with and truly connect with them. It’s through these informal connections that you will discover the great things that they do. From there the sky is the limit as to the number of opportunities you will have for giving recognition.
But one thing I still get asked is how are you supposed to reach out in order to recognize peers and direct reports more frequently? There are only so many ways to do this.
Connecting needs to become a regular part of the way we work virtually. And there are also some fun ways to make connections. Pick a number from the suggestions below and try out one of these ideas in the coming week.
Take note for a week of the various ways people react after you or others give them recognition, whether in private or in public. It might surprise you the images you capture and the verbal responses you hear.
You might express the recognition face-to-face, remotely through video conferencing applications; in a written email, ecard or paper card; or through text based, audio- or video-messaged greeting on your organization’s recognition programs.
But how does the recipient respond?
Many people are uncomfortable being recognized. When you’ve been recognized what do you do? How accepting are you of the recognition?