Have one of your organizational leaders recently recognized you in person, or publicly, for a specific contribution you made?
It feels pretty good, doesn’t it?
The problem, though, is it doesn’t happen often enough.
Examining some research completed over the years might give us some insights why this is. From there, together we can make some suggestions about what you can do.
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Sometimes senior leaders think all they have to do is tell their leaders to go out there and say, “thank you,” more often, and that’s all you have to do to improve recognition.
The key to learning to give real recognition the right way wherever you work is to not rely on telling people to give more recognition.
Like writing fiction stories, show, don’t tell, is probably the best advice for increasing recognition moments by managers.
How can you educate everyone to do more showing of recognition giving versus telling them?
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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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