Many people ask me if there is a right way in how you provide recognition to your groups or teams.
Some of the issues that crop up and cause people to question things with team recognition are concerns like:
- What if one person doesn’t pull their weight on a group project? What do you do then?
- Should you never single out individual performance from teams and only give group recognition?
- Is there a best way to recognize a group of employees?
With tough questions like these it is always good to draw upon principles of human behavior to help answer them properly.
Let’s examine each of the issues raised and see what recognition principles we can apply to address them. (more…)
Recognition itself depends solely on valuing people first before you can ever value anything they actually do.
Let me illustrate what I mean with this with an experience I had a few years back while working in Bangalore, India.
I was doing some recognition consulting work for a major global company. We were on the 12th floor of a regular office building and I was meeting with our hosts in the boardroom of their Indian corporate head office.
My client hosts were facing towards me and I was facing them with the window behind them. I couldn’t help but see something that was going on across the way through the large glass window.
It seems a new hotel was being built for a major hotel chain across the way. The concrete framing of the building appeared to be completed and I could see some men working.
What I am about to describe will help you question the intent and purpose of employee recognition where you work. (more…)