Every organization wants to have managers and employees do a better job of giving amazing recognition to one another.
The challenge is educating and train everyone on how to give real recognition the right way wherever they work.
Which is why it is so important to find out what are the best ways to teach people how to give recognition. We’ll look at lots of ways.
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There are a lot of things the current pandemic has affected with how we use our recognition and reward programs.
Many organizations affected by the pandemic economically have reduced revenue because of shutting down production, a lack of sales, and the impact on clients affording goods and services.
The bottom-line outcome is companies cannot always afford to pay for rewards as they normally would.
People have asked for guidance on how to communicate to their teams the need to prioritize no or low-cost recognition options versus use of rewards in view of the financial reality. They also don’t want to give a negative viewpoint.
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Nathaniel Branden, author of The Power of Self-Esteem, defined confidence as, “our ability to think and to cope with the basic challenges of life.” He said that “confidence is our right to be happy, the feeling of being worthy, deserving, entitled to assert our needs and wants and to enjoy the fruits of our efforts.”
Often a lack of confidence comes from low self-esteem, insecurity, and self-doubt.
In the work setting, a lack of confidence can affect us in many ways. And in recognizing employees, it can stop you in your tracks from not giving recognition to deserving colleagues and employees.
Let’s look at various ways to improve the level of confidence with giving effective and meaningful recognition.
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We’ve all seen them in action. Some of us even report to one.
These are the managers who don’t seem to want to change their behavior. In our recognition scenario, these are the managers who don’t recognize their direct reports, let alone anyone else working around them.
How are you supposed to get a manager like this to change?
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