Vineet Nayar, an Indian business executive and former Chief Executive Officer of HCL Technologies, is the author of the critically acclaimed management book Employees First, Customers Second.
that employees are the clear differentiator in the value zone for helping
organizations grow faster and be more competitive. He further states that the
business of leaders and management is to enthuse, encourage, and enable
employees to continue creating this differentiating value for their customers.
already know the power of employee recognition. But not everyone is like Vineet
However, what all leaders want to know about recognition is four major points about the programs and practices that you are overseeing.
Organizations need to do a much better job of aligning recognition practices and programs with the great things their employees do.
The 2017 WorldatWork Trends in Employee Recognition Survey showed that above-and-beyond performance recognition programs were offered by 77 percent of the organizations surveyed. The challenge with above-and-beyond programs is that so few employees can ever be “above-and-beyond” at any one time. This leaves a lot of employees out in the cold, so to speak, from being recognized for positive actions.
WorldatWork results also revealed how only 51 percent of the companies offered programs to motivate specific behaviors.
In the past five years, recognition programs used to motivate specific behaviors, have risen from the fourth most used type of program to now being in the third position. However, even with this apparent popularity rise, behavioral type recognition programs only recognized 25 percent of employees, on average, in the past 12 months of the survey.
How can you, as a recognition program leader, use your recognition programs to consistently reinforce positive behaviors and lift workplace performance? (more…)
Be careful when expressing recognition not to be too brief.
Statements like “Well done!”, “Great job!”, or “Excellent!”, when left in isolation, may not be enough to create the intended message or feeling of appreciation for a person.
The irony is, while we may think we were perfectly clear by giving such succinct words of praise to a person, recipients may think they can see right through them.
They already know what they did was well done and a great job. That’s exactly what they do every day when they come to work. It’s part of the employer-employee agreement they signed up for when hired – do good work and you’ll get paid the agreed upon wage or salary. They are good people who are honest and care about what they do.
Sometimes we sacrifice clarity in the recognition experience we give to people by being short and sweet.
Recognition used the right way can help you do just that. Win.
In this case we are talking about winning your business strategy.
Few organizations get recognition aligned with their planned business goals or focused on achieving their well-crafted strategic initiatives.
Which is why I want to share and apply the wisdom of Peter F. Drucker from his work on The Five Most Important Questions. These are considered essential questions based upon Peter Drucker’s theories of management. (more…)
Recognition can help any company achieve their business goals.
I know giving people recognition is not the only thing that elevates performance results, customer satisfaction scores, and profits. However, I do know that recognition is a powerful driver, which can assist with producing the business success you are looking for. (more…)