Research is a fascinating thing to do.
It allows you to ask the questions you are curious about. You also get to ask those questions of people in the real world and find out answers. And you can even go further, if you really want to. You can compare your findings with other groups of people and see if there are any correlations.
I love to ask questions about employee recognition.
So, I ask you, do you know how much great recognition means to people?
One of the most popular topics people search for is learning how to identify your employee’s recognition preferences.
However, once an employee has shown how they like to be recognized, do you really know their preferences and do you use them?
When you want to give amazing recognition to people, you must know everything you can about the people you are recognizing.
Recognition people feel is much more about the person than it ever is about any action on their part. Recognition is more than they do something, then they get something.
Real recognition is about appreciating the whole person and recognizing them for what they do.
Recognition is mostly an intangible expression of acknowledgement and valuing of an individual or a team, for their positive behaviours, their personal effort, or contributions they have made.
The key is making your recognition very personal. Let’s explore how you can do that.
How do you deal with receiving public recognition?
For some, having to go up on stage before a crowd or be in front of their peers at a meeting, and receive well-deserved public recognition, can all seem like torture versus the intended recognition.
And yet, in North America, we have a tendency to almost drag people into the limelight to supposedly honor and laud them.
For the extroverts reading this it is easy to forget there are some employees who plain do not like public recognition.