It is Administrative Professionals Week and on Wednesday it is Administrative Professionals Day. Make sure you do something special to acknowledge these hardworking professionals who make your work run smoothly and keep you organized.
Following are eight ways to consider on how to appreciate these special people even virtually in this time of remote working because of the COVID-19 pandemic.
The question of when to recognize a
person, or whether what they have done merits being rewarded, is a
common issue especially for managers.
I believe you must start with
defining what you mean by recognition and what rewards are first. Once there is
agreement throughout the organization on these two definitions, you will be in
much better shape to guide and prescribe when to use each of them
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.
For many years when giving workshops on how to be more effective and authentic in giving employee recognition, I often use the words “Beliefs – Behaviors – Results” in a PowerPoint® slide or on flip charts to help participants understand the power and differences of recognition and rewards.
It was much easier to talk about how one can impact behaviors and results than it was beliefs. Beliefs, of course, seemed so much more personal and unchangeable. Yet how often did faulty beliefs, hang ups and barriers get in the way of noticing and appreciating people’s great work.
Can we really do anything to alter people’s beliefs in the learning environment? Can we change people’s minds? (more…)