manager ever recognized you in a way you really didn’t
While not by my
manager, I can recall twice where people recognized me in not
the best way.
Each of these
poor recognition events proved the person responsible for recognizing me had
done no homework. In addition, it might well have been the individual
transferring their own preference on to how they recognized me. And, I also
think one was a cheap, quick and easy way out.
is I did not feel properly recognized.
Have you seen
employees disappointed or feeling a lack of respect with how they’re
acknowledged and recognized?
We will discover
ways for finding out how people want to be recognized.
alluded to two occasions where I received depersonalized recognition that meant
nothing to me? Let me share those experiences with you so we can learn from
Some organizations will go all out. They’ll have their senior leaders serve up a pancake and sausage breakfast or other preferred food items. Perhaps the cafeteria has free items to offer employees that day which are paid for by the company. Others will encourage managers and supervisors to be vigilant in taking time out for coffee, doughnuts, and treats. Or perhaps everyone chips in to a potluck to share or brings a side dish for a company/department barbecue.
The first Friday of March is upon us. This Friday is considered one of those nationally declared calendar event days called National Employee Appreciation Day. It is not a day off work but one to remember the importance of appreciating employees and recognizing them for what they do.
What will you do in your organization for National Employee Appreciation Day?
It’s easy to forget that the people we work with do not necessarily need the same amount or type of recognition as the person next to them does.
Recognition is not a cookie cutter formula. How you like to be recognized will not be the same for me, for example. You should make time to find out what each of your colleagues and employees likes, and dislikes, around their desired recognition preference.
Which also begs the question to discover what everyone likes to be recognized for.
Some people have a greater need for validation of their individual worth and their job performance than others do. You will find this is often the case for new and younger employees. The need for recognition will typically reduce as one matures and is longer in a company.
But perhaps you’ve fallen into the default mode of recognizing absolutely everyone whenever they put forth an extra effort or achieve something significant. Were your attempts at giving recognition really valued and appreciated by each individual? (more…)
Perhaps you think the idea of asking employees about their recognition preferences is a hard thing to do. Doing so might be the best investment of time you’ll make in connecting better with your employees.
Recognition is such an individual experience that you must encourage everyone in supervisory and management positions to discover how their employee likes and wants to be recognized.
These are some quick suggestions for how to do it and what to ask.
Schedule a 15-minute sit-down meeting for each of your employees and individually ask them about their personal recognition preferences. If they are remote, simply conduct the meeting over the phone or by videoconference.
The secret behind giving more personal and customized recognition is to ask your employees. (more…)
Many of you have a variety of online recognition programs available to your employees and managers to use.
Employees can usually acknowledge their colleagues or even express appreciation and thanks to a supervisor or manager. Most of the online recognition, award, and reward programs are peer-to-peer, manager to employee, and with formal award programs, the organization to the employee.
Sometimes, we make our recognition programs but they end up being too transactional in nature. When this happens, it can lead to a less than ideal recognition experience for your employees.
What needs to happen is more humanizing of our technological recognition programs.
I am going to give you seven P’s to consider when creating any meaningful and memorable recognition experience with your programs. (more…)
You are probably aware how the Gallup Q12 Index asks a great recognition related question in their measure of employee engagement.
They ask the question, “In the last seven days, have you received recognition or praise for doing good work?”
So let’s pretend your company conducts the Gallup Q12 survey or a similar evaluation tool. A year later nothing has changed with your lack of recognition. What are you then supposed to do then?
I think we’ve created a very dependent and needy world. We are too dependent on our smartphone notifications and automated communications. There’s perhaps an entitlement mentality where we’re thinking others are always expected to do things to us, or for us.
But what if the recognition and praise doesn’t come your way? Is there anything you can do to correct this?
My goal in this post is to put you in charge of getting the praise and recognition you deserve when you want it. (more…)
It was a busy day at a suburban branch of a retail bank and the customer service representatives (CSR’s) were kept constantly busy with serving long lines of needy customers.
Air conditioning didn’t seem to be working the best that day and it was getting kind of warm in the bank. The bank manager had already called head office to arrange for air conditioning maintenance people to come and fix things.
The CSRs did their best to smile, pause briefly between customers to calm themselves, and patiently serve each customer with their individual banking requests.
By mid-afternoon, something unusual happened.
The bank manager walked behind each of the half-dozen or so CSRs and placed a cold can of carbonated drink on the counter next to each employee as they served the next customer in line.
Some of the CSRs were able to look up and smile back at the manager and others said thanks if they could.
But it was several minutes later before each CSR realized how special their manager’s actions were.
She had not given every CSR the same carbonated beverage. No, she had made sure to know what each of their favorite drinks was. Armed with that insight she had purchased a single can of pop that each CSR liked best.
For those CSR’s this simple but special action spoke volumes to them and showed them their manager appreciated them and the work they were doing.