It is amazing when you look back at life. You can see root beginnings of getting into the professional field you ended up in.
Where did this interest in employee recognition begin for me? I often thought it was because of my experience in healthcare and seeing the poor effect of non-specific feedback with patients.
Maybe it had its beginnings even further back.
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I have always been a big advocate of the fact that it’s the quality of your recognition that makes it a big deal.
Time and time again, I have witnessed how when you put more of a personal touch into the recognition and rewards you give, the more meaningful and effective the effect will be on the recipient and on their performance.
I have summed this principle up before by saying, when you give people recognition you don’t have to give them a reward; when you give people a reward, you must always accompany it with recognition.
Now I have a social science experiment to share with you that validates this principle.
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