Let them know you were thinking of them.
When traveling on a business trip, bring something back for your staff to enjoy. It doesn’t have to be expensive. This is one case where it really is the thought that counts. Bring home a case of apples from Washington or chocolate from Europe. This is really easy if you’re
You’ll find that, in this case at least, absence really does make the heart grow fonder.
To get recognition right, you must have …
Informal rewards—everything from
“If you just set out to be
liked, you would be prepared to compromise on anything at any time, and you would achieve nothing.”
— Margaret Thatcher, former British prime minister
Giving praise without a purpose is like a boat with holes in it. It just doesn’t float.
Recognition is not about being nice; it’s about results. So, before you make a single award presentation, sit down and figure out what you want to accomplish. Don’t hold back; imagine your ideal future. Then consider these specifics:
What do our
What does the company value?
What do our
What is our basic purpose?
What is our competitive situation?
What will make us more productive, more
Once you’ve got a plan, put it into action through recognition.
Employeescan write the book on procedures. Let them!
Here’s a great way to show employees that you are listening: interview your staff and capture their wisdom about “how we get things done around here” on paper. Put the thoughts together in an organized manner and hand it out to new hires when they start.
Your new people will benefit from the
This reward really hits the spot.
For a team reward, bring in a massage therapist and
This award program will get their hearts racing.
Set goals for individuals to get fit. Reward
The need for
In a 1949 study, employees were asked to rank the rewards of their jobs. Then their managers were asked to rank what they believed the employees wanted. Highest on the employees’ lists were (1) feeling appreciated and 2) feeling that they were being informed about things that were happening. Managers were blown away. They had believed their
In fact, most managers had no idea how highly their employees valued appreciation.
The study was repeated in the 1980s and again recently. The result? Each time, the findings were exactly the same.
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