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?
raise the concern that to expect their managers to recognize their employees is
too much on top of everything else they are doing.
it is employees or associates who provide the goods and services that produce
satisfied customers, appreciating your people is the very least you can do.
What they need
to do is to raise managers’ level of intrinsic motivation for recognizing,
praising, and rewarding staff, so they can become proficient at giving
recognition and willing to do so every chance they get.
One way for
people to give better and more meaningful recognition is to first find out what
is meaningful to each of their employees.
I will review
with your key ways to teach and help supervisors and managers to practice this