Nathaniel Branden, author of The Power of Self-Esteem, defined confidence as, “our ability to think and to cope with the basic challenges of life.” He said that “confidence is our right to be happy, the feeling of being worthy, deserving, entitled to assert our needs and wants and to enjoy the fruits of our efforts.”
a lack of confidence comes from low self-esteem, insecurity, and self-doubt.
the work setting, a lack of confidence can affect us in many ways.
And in recognizing employees, it can stop you in your tracks from not giving
recognition to deserving colleagues and employees.
look at various ways to improve the level of confidence with giving effective
and meaningful recognition.
What do you
do when you want to recognize people? What’s the right reward for employees
when you feel they need one?
Recognition, as I have shared before, is mostly an intangible expression of acknowledgment and valuing of a person’s positive behaviors, personal effort, and the great contributions they have made. Recognition is your personal communication and feedback stating how you admire and appreciate someone for what they are doing. Recognition is a gift, not a right.
If there is one concern that most organizations have, and that is getting their managers to regularly and consistently recognize their employees. Developing the mindset of the importance of appreciating and recognizing staff for their positive behaviors and personal effort, requires several steps to make this happen. Start using this month’s Top 10 Ways to Get Managers Giving Recognition to guide you on what to do next.
1. Set clear expectations from senior leadership team for managers to become better at appreciating people for who they are and recognizing them for what they do. Have leaders set the pattern and personal example for recognizing staff contributions.
2. Show managers the truth about the impact their giving or lack of recognition has on people. Capture video testimonials from employees and open-ended survey results that show the positive and negative feelings people have about recognition.
3. Provide managers with insight on their department’s employee engagement survey scores and drill down on how the recognition specific questions scored for them. Any score below 65 percent is a sign that everyday recognition is missing in action.
4. Debunk the myth they don’t have time to give recognition. We all have the same 24 hours in a day and giving good quality recognition takes less than 30-seconds to do. Suggest managers at a minimum start and end their day with recognition giving.
5. Hold regular one-on-one feedback meetings with managers to find out how they feel they’re doing with recognizing staff. Get their input on challenges, frustrations, or problems they have with giving recognition and coach them to succeed.
6. Provide managers with all the resources they need to gain knowledge and insights on how to give better and more meaningful recognition to people. Be this through written articles or an archive of video tutorial content that is broadcast out to them.
7. Give managers in-class and online education opportunities to show them how to give effective recognition to people. You can also do this through lunch and learn sessions, management briefing sessions, or delivering webinars by other managers.
8. Don’t forget to set goals with managers on how they intend to improve the frequency and quality of the recognition they give people. Remember to stay on top of their commitments and hold managers accountable for recognizing staff.
9. Use positive reinforcement and recognize managers when they stop to recognize their employees. Making time to recognize the recognizers is something that often gets neglected in our desire to see more recognition happen from management.
10. Invite managers to share in management meetings about the successes they have experienced when they stopped and made time to recognize their employees. Let their peers know of the intrinsic reward that their recognition had in lifting people up.
The question of when to recognize a
person, or whether what they have done merits being rewarded, is a
common issue especially for managers.
I believe you must start with
defining what you mean by recognition and what rewards are first. Once there is
agreement throughout the organization on these two definitions, you will be in
much better shape to guide and prescribe when to use each of them
We’ve all seen them in action. Some of us even report to one.
These are the managers who don’t
seem to want to change their behavior. In our recognition
scenario, these are the managers who don’t recognize their direct reports, let
alone anyone else working around them.
How are you supposed to get a
manager like this to change?
One way that recognition can become a way of
life in your organization is to integrate recognition practices and the use of
your recognition programs into every facet of the lifetime employee experience.
This is the first of six posts that will
outlines different areas along the career path of a typical employee, and where
you can embed recognition into their everyday life at your organization.
Each organization has at
least one person in their midst who doesn’t get it with employee recognition.
Which is why when I was in a meeting this week with several representatives from an organization I am working with, someone boldly asked me a question related to a person who is likely a non-recognizer. This courageous individual asked, how do you respond to people who ask, “Why are you working so hard on recognition?”
They are asking how do
you address naysayers in an organization. They want to know how they should
stand up to these types of people and substantiate the merit of the
time and effort they are putting into the cause of improving employee
How do should you respond to someone like this who is negative, opinionated, and sometimes even derails your efforts to make recognition happen in your organization?
January and welcome to National Thank You month.
While etiquette professionals and books promote the idea of sending
out Thank You Notes,
don’t neglect the behavior of saying thank you too.
They have designated January as National Thank You Month.
This might have originated from the greeting card industry because of
receiving gifts following the Christmas holidays and they want you to buy their
printed cards. I know my wife and I dutifully sat down on the last Sunday in
December and wrote our Thank You notes
to our children. It is a lovely reflective time to treasure and remember what
we have received.
Learn to make saying or expressing thanks to those around you more
a way of life beyond this designated month.