The wonderful thing about giving employees the recognition they deserve is that the ability to give recognition is a learned skill.
But the only challenge is getting managers to learn the skills they need to give Real Recognition™ the right way wherever they work.
That’s why I am going to outline some ways for your managers to set the right goals for learning how to recognize one another better.
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The times they are definitely a changing.
And if you want to help leaders and staff learn how to give better recognition to one another, you just might have to change with those times. Especially when this comes to learning recognition skills.
According to a Quantum Workplace survey conducted in June 2021, there were 30 percent of employees who considered themselves hybrid employees—working from home and sometimes in the workplace. From this same survey, 35 percent of respondents reported working remotely.
How do these workplace challenges impact how to teach recognition skills? What should you be mindful of in these changing times?
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I often get asked about dealing with recognition in different countries and my experience with teaching people how to get recognition right.
So, what about cultural differences? Do you have to teach distinct behaviors to people from each country?
My observations may surprise you.
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It seems there is a massive absence of recognition in the workplace.
In fact, you can call this absence a recognition famine because there is an extreme scarcity of people acknowledging, praising, and appreciating one another.
Gallup Organization has long stated that 67% of employees report not being recognized for doing good work in the last seven days.
In one healthcare organization I was consulting for I broke the frequency of recognition down in finer detail.
How often we receive recognition can be as important as how and who gives the recognition. I asked these healthcare employees how often they received recognition or praise from their immediate supervisor or manager for the work they do. The statement ended with “at least” and then the time frame statements of daily, weekly, monthly, quarterly, annually, or not at all.
Only 11% of these healthcare employees stated they received recognition on a weekly basis, so well below the Gallup average of 33%. Another 33% indicated managers had recognized them within a month. But there was nearly another third of the employees who said managers never recognized them at all.
This is a crime.
Let me give you some ideas for stemming the recognition famine that might happen where you work.
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Too many people are not getting the recognition they deserve.
And the reason they are not receiving recognition where you work is because the people they report to, and those they work with don’t know how to express recognition to them.
This very fact motivated me to leave the healthcare field and begin a career in teaching people how to give meaningful and effective praise and recognition to those they work with.
Here’s what I have learned on what it takes to teach others to be real recognition givers.
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