Who wants recognition? No! I mean positive recognition, you’ll get an award!!
Some Back Story
Man, what I wouldn't have done to get some rewards and recognition. Ok so I did get recognition in my work life it just wasn't always the best kind, it was the kind that got me in trouble. Ok maybe trouble is a little overstated, but it wasn't the kind where I received trophies or any kind of fun recognition.
To be fair here it wasn't always something I did as it could be stated that it was management style of the times. To which this style has not completely gone away as you still come across those who manage in a way that doesn't reward hard work or good work. The management style is one that can be quite harsh and cold, or it can be passive to a point where you're not sure you receive recognition for good work or not.
It took a while before I started to get recognized for efforts that put forth, and even then the recognition didn't feel earned or authentic; some times it even felt a little backhanded.
I'm Not a Manager I Don't Need to Give Recognition
Or do you? Where is it written that only managers or higher levels of authority have to provide recognition?
Recognition can come from anyone, and for a variety of different reasons. As a coworker/teammate, a simple high five can be all that is needed with a good job right after taking care of a project or dealing with a client.
Example: We had a new teammate working the front desks, and a client came in who isn't really difficult but is a bit eccentric and a mouthful (he talks a lot). After she was done working with him the entire main floor gave her an ovation for working so well with him and getting him squared away in what was probably record time.
As your team works and gets things accomplished you can do stuff like send a group email congratulating them, or handwriting a thank you card for your appreciation. The more personalized it is the better. As an employee you may not always have the means to go about an elaborate way of recognizing the person who did the hard job; however, you can bring it up to your manager or supervisor that they recognize this person for their hard work.
As the manager recognizing your people is even more important coming from you. You are the leader of the group and the recognition from you carries more weight. When you go to recognize others it has to mean something and be sincere and probably more sincere then it coming from the employee's coworkers.
Example: When you go to let others know about how much you appreciate them it has to be something that means something. It can't just be driveby gratitude for work done. Provide something of substance like a handwritten note with a gift card.
So what kind of recognition do you provide to your people? Well, that'll depend on the person, and what they've done. If it is something a little smaller than a handwritten note, or a group email congratulating them on the job well done. If it is bigger than something more like a reward and a ceremony could be a good way to go.
Example: The coolest reward I have seen is a championship belt that was passed around between different teams for accomplishments done within quarters of the year. The kicker was the losers had to present the belt tot he winners in a ceremony in front of the whole team.
So how often should you recognize and reward your people? As often as possible is the answer. Think of recognizing people in a way that makes sense. If you look at in the way of terms of the cause of loss the smaller the loss the greater frequency. So the idea would be the smaller the good job the more frequent the recognition and bigger the good job the less frequent the recognition needs to be. The catch here is though it has to be specific every time; especially if it is further out.
Example: When I was with a financial distribution firm they rewarded and recognized people every week when we gathered for the smaller jobs done such as families helped that week. Once a month we did a group recognition night where we all cheered, high fived, and handed out candy bars. Once a year there is a big convention in Vegas where they recognize and reward the top of the top in the company.
So what are you going to do to recognize your people? Start small, and work up to the big stuff. Trust me it'll pay off in the long run, and your people will be more enthusiastic about helping the customers and doing more for the company.
Thank you for reading my article and I hope enjoyed it. As always your support is appreciated and loved. It's easy to support, all you have to do is like, share, and comment.
Ride Hard and Live Long.
Sincerely,
Rob Hicks
PS: Rewards don't have to be monetary, but the increase in pay does help; just not the be all end all.
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