Tag Archives: Family

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How To Support Staff With What’s Happening In Their Family

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You can choose your friends, but you can’t choose your family. And sometimes, family and the significant others in our lives play an enormous impact on how we perform on the job. 

One of the underlying needs of living the value of respect, is understanding what your employees are going through at home with significant others and immediate or extended family. Grasping the importance of this is in a person’s life can help lessen the negative factors and enhance the neat things happening positively. 

Let’s see how learning about an employee’s family, significant others… even pets, can help you support your employees and give better praise and recognition. 

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Take Time To Find Out What Is Meaningful To People

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Some people raise the concern that to expect their managers to recognize their employees is too much on top of everything else they are doing.

However, since 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 needed skill.

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Appreciating People for Who They Are and Their Personal Qualities

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When you get involved in a specific discipline and area of practice like employee recognition, you end up grappling with how to define things that fit your frame of reference.

At the same time you hope you can engage others is seeing things as you do and accepting the definitions you develop.

Such was the case with defining recognition when I first began speaking and training on the topic in the mid-nineties.  

A leading industrial company in Canada invited me to meet with them because they had just reviewed their employee engagement survey results. As is often the case, the responses to the questions addressing employee recognition were not so good.

In the first consultative meeting together I asked the leaders responsible for employee recognition what they were doing regarding recognizing employees. Following hearing about their existing programs and their total rewards strategy, I asked them if what they were doing was real recognition.

That’s when one of them sincerely asked me, what is “real recognition”?

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