My purpose for this post is to convince you to make some changes. Strive to build positive relationships on a regular basis with your employees. This is an essential practice to develop in order to improve the value of nonmonetary recognition.
When you have a positive relationship with your staff, you are creating a foundation on which to build employee recognition, employee engagement, and a complete employee experience. This positive relationship strength between a giver of recognition and the recipient helps to enhance the value of the recognition and show the authenticity of the recognition expressed.
I’m going to share with you some principles to apply in fostering a more positive relationship with your employees and those you work with.
Academic research has shown that managers are a contributing a factor to your employee’s perception of experiencing meaningfulness at work.
Researchers Francesco Montani and Jean-SébastienBoudrias reported that when managers take their role seriously, and serve and act as representatives of the organizations they work for, they provide them with salient social cues to their employees. These cues give employees a sense of meaningfulness in their own job. A manager’s act of genuinely recognizing their employees contributes to employee meaningfulness with their work.
So how can you use your recognition programs to create this greater job meaningfulness for employees? (more…)
Each act or expression of recognition can be measured against five criteria, which I call Recognition P.R.I.M.E. Factors.
When you fully understand the importance of these factors you will wisely be able to use them and give more meaningful and memorable recognition.
I am not saying you MUST use all of these factors every time you give recognition. But each type of recognition you use will score differently on a polar spectrum – high or low for example – for each individual factor.
Let’s quickly review each of the PRIME Factors and see how they affect recognition and the impact they can have on people. (more…)