You’ll find plenty of positive recognition practices to become a great recognizer in the many posts in this blog, or within chapters in my book Practicing Recognition, that will help you and the leaders in your organization.
Yet those of you who lead your recognition programs and strive to encourage your leaders to be exemplary recognition givers, influencing leaders to do this important skill can be tough.
I wanted to dig deeper and draw upon the essential skills that leaders need to develop. What might you coach your leaders on that would help them catch the vision?
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.
In researching recognition practices and the positive behaviors and principles associated with meaningful recognition, I have identified at least forty essential behaviors needed for giving recognition seen as authentic and effective in the eyes of employees.
My colleague, Dr. Charles Scherbaum, and I have even developed a Recognition Skills Assessment that assesses an individual’s strengths and weaknesses around these researched behaviors.
But over and above all these behaviors, skills, and practices, what’s the one thing you can do to improve your recognition giving abilities? (more…)
In my work to help people give real recognition wherever they work, I’ve been able to conduct research on the essential behaviors effective managers do well in giving employees authentic recognition.
I identified a total of 40 behaviors observed in people recognizing one another. These were grouped into 5 categories or domains to help us focus people more clearly on the different types of behaviors.
Then we solicited experts in the field of employee recognition to rank these behaviors by how important they were and the level of positive impact they had and how frequently effective recognizers used them.
What I want to do for you today is give you just the top 5 behaviors that if you will implement and improve upon will make you a better recognizer of those around you.
I never want to lead you astray and say that every time you give recognition it works miracles.
Nope. That’s not always the case.
Don’t ever imagine when you give a person some well deserved recognition that the lights will shine down on them, and confetti and balloons will instantly pour down from the rafters, and your employee will love you forever.
Alas, giving recognition does not always hit the target you want it to.
I am going to share with you just a few of the reasons when recognition just won’t work. (more…)
It was a Saturday and I had our four children all to myself. We were planning to exit the house for a while. This would provide some welcome relief for my wife who was then bedbound with her last pregnancy.
The older children were scurrying around and independently putting on jackets and running shoes and heading for the van.
Our youngest, our 3 year-old daughter, repeatedly asked me for help with tying up her shoes. She quietly said, “Daddy, can you help me put on my shoes?” (more…)