Organizational leaders often want to know the impact recognition has on people centered metrics. To find out how their recognition practices or their recognition programs have on measures like employee engagement or employee retention can cost a great deal if running a full scientific and analytical evaluation.
One way to ease the cost burden and still collect a powerful indicator is to conduct estimation analysis. Estimation analysis is a simple method to analyze data, employee perceptions, and interpret results.
It is important to remember that in conducting estimation analyses, that you are using an imprecise science to calculate the level of impact, or perhaps the amount of improvement gained.
Consider how you could use estimation analysis in your review of employee recognition practices and programs in your organization.
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.
Last Thursday, I was standing at the boarding gate in Toronto Airport waiting to board my WestJet flight to Calgary.
I saw this man in a suit, who went around and shook hands with all of the WestJet staff members as he went forward to board the same flight. I even saw one employee ask for a minute of his time as they walked together down the passenger boarding bridge.
Hmm? Was this the WestJet president and CEO, Ed Sims? (more…)