Acording to Chester Elton and Adrian Gostick, despite mounting evidence that employee recognition creates more productive, profitable teams, our trainers work with managers every week who have a bevy of excuses for why they don’t. The managers don’t have time to recognize, or they are afraid of creating favorites on their teams, or they simply don’t know where to begin.
In our research and writing over the years, we’ve tried to dispel the most frequent dark-side myths of recognition we hear from managers. In this column, we briefly address just three, beginning with a common phobia to recognition: that too much will spoil employees.
“It’ll lose meaning if I recognize too much.”
Yeah, and if you cross your eyes, they’ll stay that way. When was the last time anyone at your workplace said, “Man, this place gives too much recognition! Enough with the praise and awards already, they are killing my productivity.” Our guess is, let’s see … never! Recognition doesn’t get old if it is done right—which means we do it Now, do it Often, we are Specific and Sincere. Does anyone ever tire of a manager saying, “Thank you. You make an impact and add value and here’s how…?” So please keep trying.
Here’s one example: After we spoke in Las Vegas recently to a group of managers from a water conditioning company, one leader told us that when his people hit their annual safety goal—making so many deliveries without accident or injury—they get to be boss for the day, sit in the air conditioned office and answer the phone. Meanwhile, the general manager makes their deliveries that day. And in Las Vegas, when you make deliveries in 120-degree heat, that means a lot. His employees would walk through fire for their manager because he’s found a way to recognize them in a way that’s meaningful. And that leader walks through the hot-as-fire desert for them.
So, the answer: No, it doesn’t lose meaning if done right.
“I don’t have the time.”
What did your mother always tell you? You make time to do the things that are important. Great managers who want to inspire their team and show real appreciationf ind the time. It doesn’t take long. the effective managers we’ve met rarely spend more than an hour or two a week recognizing their people—that’s only 2 to 4 percent of a leader’s week—but the results are remarkable. After all, how much time do you need to write a thank-you note, present a formal award, or say “thanks!” in a specific manner? Continue reading 3 Dump Reasons Managers Give For Not Recognising Their Employees!!!!!