“It is not an
accidentthat the best places to work are also the places that make the most money.”
—Gordon Bethune, chairman, Continental Airlines
At this airline, besides company parties, profit sharing and employee recognition, Continental has a program where
(Talk about driving performance forward!)
Sometimes the best reward is time with the boss.
You’ll not only
A tune-up could make your employee-recognition program purr.
(Not to mention your
Is it time to
In 1964, researcher Victor Vroom proposed that employees are motivated to work toward rewards that (1) they want and (2) they believe they have a realistic chance of obtaining. Based on this “Expectancy Theory,” Vroom suggested that when designing reward systems
Make a clear connection between performance and outcome.
Develop flexible reward systems that provide a variety of
Determine what rewards the employee values.
Ensure that employees receive appropriate training and have the ability to perform the job successfully.
Take a few moments to evaluate how well your current recognition program meets these criteria. A few critical adjustments could have employee performance going from zero to incredible in no time at all.
Play hooky from work … together.
As a team reward, take everyone to an inspirational movie (anything with Denzel might do) on a Friday afternoon and then send them home early. Throw in some popcorn and licorice.
Playing hooky is always easier when the boss is along for the ride.
employers: Make sure your employeesfeel valued. Otherwise, they could bolt for other jobs as soon as the economy starts to improve.”
—Jane Kim, Wall Street Journal
The news is less than earth-shaking, we know: how you treat employees during a down economy seriously impacts how they will treat your company when it rebounds.
Sure, it’s not surprising, but it is something to think about, given the recent revelation by the Wall Street Journal that 40 percent of workers have strong negative feelings about their jobs.
Plan for the future today by reenergizing your employee-recognition program. You’ll be glad you did.
Point employee efforts in the right direction.
Does your organization have a formal credo, vision or values statement? Do all your
For example, “I wanted to gather to recognize Julie today. One of the values we really believe around here is teamwork. And nobody epitomizes that better than Julie. Just last month, I was complaining about not being able to get the information we needed from accounting. So Julie set up weekly meetings with our contact over there. I know I speak for all of us when I say things are vastly improved now, due to Julie’s teamwork.”
Recognition ceremonies are communication opportunities, perfect times to reinforce what is most important to you and your organization.
The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance [Updated & Revised]
The Orange Revolution: How One Great Team Can Transform an Entire Organization
All In: How the Best Managers Create a Culture of Belief and Drive Big Results
The 24-Carrot Manager: A Remarkable Story of How a Leader Can Unleash Human Potential