In researching recognition practices and the positive behaviors and principles associated with meaningful recognition, I have identified at least forty essential behaviors needed for giving recognition seen as authentic and effective in the eyes of employees.
My colleague, Dr. Charles Scherbaum, and I have even developed a Recognition Skills Assessment that assesses an individual’s strengths and weaknesses around these researched behaviors.
But over and above all these behaviors, skills, and practices, what’s the one thing you can do to improve your recognition giving abilities? (more…)
I am drawing on the principles from Bob Rosen and Emma-Kate Swann’s book Conscious: The Power of Awareness in Business and Life. The opening premise of their book is that being unaware is a big liability.
They highlight some of the observed behaviors that are caused by a lack of conscious awareness. Think about the following actions and see if you’ve experienced any of them too.
- An unintended (or so they said) offense given to a colleague.
- Ignoring a customer’s valid complaint about a product.
- Blindness to the personal needs of a team member.
- Lack of compassion for a child’s concern shared at home.
- Uncivil remarks made in a management meeting about a leader.
Research from Tasha Eurich, an organizational psychologist, indicates that only 10 to 15 percent of us are ever truly self-aware of what we do and our abilities.
Why aren’t we changing with giving people the recognition they deserve? From my observation, a lack of awareness of the importance and value that employee recognition has on people’s lives is a big reason why it doesn’t happen frequently enough. (more…)