7 Principles in Recognition
According to author and management consultant Rosabeth Moss Kanter, “Recognition, saying thank you in public and perhaps giving a tangible gift along with the words, has multiple functions beyond simple human courtesy. To the employee, recognition signifies that someone noticed and someone cares. To the rest of the organization, recognition creates role models and communicates the standards, saying: ‘These are the kinds of things that constitute great performance around here.’
Here are 7 principles you should remember when successfully recognizing employees:
1. Focus on success rather than failure. People tend to miss the positives when they are busily searching for the negatives.
2. Deliver recognition and reward in an open and publicized way. If not made public, recognition loses a lot of its impact and much of the purpose for why it is provided.
3. Deliver recognition in a personal and honest manner. Avoid providing recognition that is too over-the-top.
4. Adjust your recognition and reward to the unique needs of the person/persons involved. Having many recognition and reward options will enable management to acknowledge accomplishment in various ways and ways appropriate to the individuals of a given situation.
5. Timing is everything. Recognize contribution throughout a project and reward contribution close to the time an achievement is realized. Timing is crucial and delays in recognition weaken the impact of most rewards.
6. Strive for a clear and well-communicated connection between accomplishments and rewards. Be sure people understand why they receive awards and the criteria used to determine awards.
7. Recognize recognition. Recognize the people who recognize others for doing what is best for the company.
Category: Employee/Business Relationship, Recognition
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