Need to encourage more recognition in your workplace?
Fire up those managers!
What’s free, makes people feel great and is available 24/7? That’s right…Recognition (I’ll ignore your first answer).
Recognition is the most powerful, controllable yet under-utilized tool in your managers’ toolbox.
Fire Up Those Managers
Showing appreciation is the human thing to do, but here are three specific WIIFM reasons to convince every manager to “up” their recognition quotient.
1. When you appreciate the time and contributions of your colleagues and employees you build relationship currency. People are more likely to help, support and forgive your mistakes if you’ve gotten to know them, and even more so if you’ve recognized their work.
2. Employees who feel appreciated will appreciate in value to you over time as they stick around longer, are happier and more productive.
3. Employees who feel their work has purpose cultivate purpose-based cultures. Companies with purpose-based cultures experience 3X the growth of their competitors.
Could Have. Should Have. Would Have.
Being a good manager is hard. Managers in today’s tight labor market have:
• more responsibilities with fewer resources
• more pressure to improve employee engagement scores
• more change than ever
• more employees than time to manage them
The best of intentions get side-tracked with pressing demands and deadlines. SO…here are 4 actionable things every manager can incorporate into his/her routine to “up” their recognition, gain respect and show-off results.
1.Block Time with Yourself
Set a “meeting with myself” once a week and use this time to:
• Write one thank you card. Download some here
• Send one email of thanks to a client, colleague or employee
• Publicly recognize great work (on your recognition newsfeed or note for next meeting)
• Call an employee to your office for a face-to-face thanks and short chat
Stuck for Words? Download and personalize this cheat sheet.
2.Recognize On-the-Spot
Recognition and feedback are more valued when given in a timely manner. Digital recognition sites offer amazing peer-to-peer thanks that amplify your recognition efforts throughout the company. I also recommend having small items on hand (like branded gifts, gift cards, or spot cards with points) so managers can:
• Immediately reinforce behaviors tied to your company’s core values
• Show thanks for over and above performance
• Use as rewards for contests/gamification
3.Recognize Frequently, Reward Strategically
Studies show the more varied frequency and more categories of recognition the better morale, participation and results. 4.6 is the average number of recognition programs a company has. The number isn’t as important as inclusivity and impact. Design programs that give every employee equal opportunity to be recognized, not just the stars. Recognize progress and reward results.
4.Do Things That Connect People
People can easily find a job that will match or exceed their salary, it is harder to leave a great manager who values their contributions. Your managers can do little things to connect with their staff and each other:
• Invite spouses to milestone celebrations
• Post a LinkedIn message recognizing an important milestone or volunteer activity
• Celebrate holidays with personalized gifts of thanks
• Assign a buddy program to new hires
• Mentor and help micromanage their Millennials career (not job)
Get Started! [FREE recognition resources]
Watch this short video, flip through an eBook on demographical differences in recognizing a multi-generational workforce and start recognizing with these fun workplace thank you cards, posters and certificates.
