Recognition, reward, praise! Research proves that high levels of recognition and praise correlates with:
- Higher retention
- Higher productivity
- Higher customer satisfaction
In fact, 88% of workers cite lack of recognition as their No 1 work issue. This doesn’t mean being artificial or stretching the truth. Regular feedback and using coaching skills to help employees understand not only what the job requires it provides a great opportunity to give feedback and recognition for any improvement.
At the end of the day people may forget what you said or even did, but they never forget how you made them feel.
So the basics of recognition are as good managers:
- Make it frequent, be specific and timely, don’t wait for scheduled meetings to give the feedback, or if you cant see the person in a timely way, send an email and include how you know the action warrants being noticed.
- Give praise for making a good effort, but as far as possible reward results. Praise is usually one to one, rewards can include a more public acknowledgement, a simple memento, opportunity to act up, even approval for a longer lunch or tickets to a movie
- Create informal recognition moments – walk the floor, pop around to staff members’ desks, counters or workspaces, create a recognition suggestion box that any staff can put suggestions into.
Remember people join organisation’s but they leave people – often the line managers!
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DISCLAIMER: The content of this blog is not intended to be a substitute for professional medical advice, diagnosis, or treatment.
ABOUT THE AUTHOR
Michelle Trudgen Clinical Director, ACT Curious.
copyright: 10 April 2019
