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Atricle Dump - Recognition: A Quick, Low-cost Way to Motivate Employees
Slipping revenues and eroding profits have continued long enough to get everyone’s attention. The major constituencies necessary to every enterprise: customers, lenders, vendors, shareholders, the Board of Directors, management and the rest of the workforce all kno
Third-Party Recognition. Encourage someone else to offer recognition for good performance.
Example: "Sheila, it was Tony who made sure we completed our agenda yesterday. Why don't you tell him how well he did?"
Formal Recognition. Respond to good perfor
Complacency damages your career more than lack of qualifications. The most obvious roadblock you’ll encounter on the race to find your next job is usually regrets about skills, education, and professional knowledge. However, be careful that you don’t possess
- It lets people know that their performance was valued, and increases the likelihood that they will continue to perform well.
- It builds confidence so that people are willing to try new things, and develop further in their jobs.
- It leads to greater job satisfaction which in turn builds commitment to the manager and the employer.
Don't underestimate the need people have for recognition. Any occasion when recognition could have been given but wasn't, for whatever reason, is a missed opportunity. Here are four ways to encourage good performance:
Direct Praise. Give a subordinate a direct compliment for good performance.
Example: "John, you did a great job of dealing with that travel agent this morning. She was being difficult, but you stayed very calm."
Earshot. Tell someone else about a subordinate's performance so that he or she overhears you.
Example: (Near Peter's office, so he overhears) "Dennis, why not ask Peter about budget revisions. He handles that kind of problem really well."
Third-Party Recognition. Encourage someone else to offer recognition for good performance.
Example: "Sheila, it was Tony who made sure we completed our agenda yesterday. Why don't you tell him how well he did?"
Formal Recognition. Respond to good perform
Being self-employed, you know from experience that much time and energy can be demanded of you. At times, having your own business can seem like a lot of hard work and no fun. Just reviewing all the tasks that may be waiting for you can, in itself, leave you feelin
Don't underestimate the need people have for recognition. Any occasion when recognition could have been given but wasn't, for whatever reason, is a missed opportunity. Here are four ways to encourage good performance:
Direct Praise. Give a subordinate a direct compliment for good performance.
Example: "John, you did a great job of dealing with that travel agent this morning. She was being difficult, but you stayed very calm."
Earshot. Tell someone else about a subordinate's performance so that he or she overhears you.
Example: (Near Peter's office, so he overhears) "Dennis, why not ask Peter about budget revisions. He handles that kind of problem really well."
Third-Party Recognition. Encourage someone else to offer recognition for good performance.
Example: "Sheila, it was Tony who made sure we completed our agenda yesterday. Why don't you tell him how well he did?"
Formal Recognition. Respond to good perfor
I do not claim that I have already succeeded or have already become perfect! I like that quote from Philippians. It is a very accurate reflection of the principles of quality improvement—always try to provide a better product or a better service. Learn from the
Direct Praise. Give a subordinate a direct compliment for good performance.
Example: "John, you did a great job of dealing with that travel agent this morning. She was being difficult, but you stayed very calm."
Earshot. Tell someone else about a subordinate's performance so that he or she overhears you.
Example: (Near Peter's office, so he overhears) "Dennis, why not ask Peter about budget revisions. He handles that kind of problem really well."
Third-Party Recognition. Encourage someone else to offer recognition for good performance.
Example: "Sheila, it was Tony who made sure we completed our agenda yesterday. Why don't you tell him how well he did?"
Formal Recognition. Respond to good perfor
Risk Management is the process of measuring, or assessing risk and developing strategies to manage it. Strategies include transferring the risk to another party, avoiding the risk, reducing the negative effect of the risk, and accepting some or all of the consequen
Earshot. Tell someone else about a subordinate's performance so that he or she overhears you.
Example: (Near Peter's office, so he overhears) "Dennis, why not ask Peter about budget revisions. He handles that kind of problem really well."
Third-Party Recognition. Encourage someone else to offer recognition for good performance.
Example: "Sheila, it was Tony who made sure we completed our agenda yesterday. Why don't you tell him how well he did?"
Formal Recognition. Respond to good perfor
A guarantee of satisfaction can be an absolutely fantastic loyalty builder, whether yours is a consumer-oriented company or it sells to other businesses. But it can also be an instant turn off if it’s wordy or difficult to understand. Whatever you choose to guara
Third-Party Recognition. Encourage someone else to offer recognition for good performance.
Example: "Sheila, it was Tony who made sure we completed our agenda yesterday. Why don't you tell him how well he did?"
Formal Recognition. Respond to good performance by doing something official.
Examples: Memos to other (colleagues, your manager, upper management, personnel file or mention at a staff meeting or management meeting;
Giving positive feedback through direct praise is probably the most commonly used form of recognition in management situations. However, earshot, third-party, and formal recognition are equally effective at publicizing the success of an individual to others whom he or she respects. Remember, most people feel they get too little recognition for what they do; very few feel over-recognized.
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