You likely view recognition as an amazing and very positive experience.
But there are also a bunch of naysayers out there
Your perception of recognition is how you think about it or the impression you have of it based on past or present experiences.
How are you supposed to eliminate the negative perceptions about recognition that exist in your organization?
(more…)
Giving meaningful and developmental feedback is one of the most effective tools to help people learn how to do things the right way.
And this applies to learning how to give Real Recognition™ the right way, too.
In this post, I will share some essential knowledge gleaned from research that will give you practical insights and principles to use feedback properly. I’ll share what the purpose of feedback should be, how timing plays a role, the effects of feedback and the responses to expect from learners.
Rarely are we taught how to give effective and meaningful feedback.
Take a deeper dive on how continuous feedback helps people learn how to give better recognition the right way.
(more…)
Two magazines arrived on my desk within weeks of one another and both highlighted “feedback” on their cover articles. Then I received an email inviting me to attend an online presentation about moving from feedback to action. Looks like the topic of feedback was on my radar.
Some of us have a hard time giving feedback and even receiving feedback.
“Can I give you some feedback?”
Do you cringe at that question? Or do you look forward to discussions following that question? You and I can react so differently depending on the source of the feedback, your current work and life status, and what exactly you are being critiqued about.
(more…)
Getting complaints about your recognition programs, or having to listen to the naysayers in the room about employee recognition practices, can be a draining and daunting experience to deal with.
One big secret for dealing with negativity around recognition initiatives is to treat each encounter as a gift. I’ll share with you what I mean by this, shortly.
If you can learn how to handle negative feedback about recognition practices and programs in a positive and productive way, you’ll be ready for anything that comes your way. (more…)
Employees, on average, are not recognized as frequently as they would like to be according to Gallup.
So when you’re being acknowledged for something, don’t negate the very recognition you do receive by giving some weak or negative comeback comment.
You’ve likely heard the following scenarios around you. You might even have fallen into the trap of doing them too.
Someone thanks you for great work you did earlier in the day.
“Thanks so much for the quick turnaround with getting ABC Company’s shipment out the door. I know the ABC general manager will be singing our praises tomorrow because of this.”
But you end up giving a weak reply like one of the following:
“That’s all right.”
“Don’t mention it.”
“Not at all.”
“It was nothing.” (more…)
Typically Gen Y wants immediate, positive and engaging feedback. Their world is filled with constant feedback and they expect the same at work too.
Generation Y’s on-demand expectation for feedback, however, is impacting other generations wanting similar communication. (more…)
One of the most important things you can do to learn more about giving effective employee recognition is to talk to your employees.
Yep, I know, pretty profound advice, right? But it works.
Your employees want to hear how they are doing on a regular basis and not wait until the end. And they want to receive positive feedback. (more…)