In a recent Fast Company column, Michael Litt points out that overpraising can start to seem a little like giving people prizes just for showing up. Is there a better way? Yes!
Category: Recognition Tips for Managers
It’s that holiday time of the year. I’m not talking about how to hire help in advance of the busy season. This post is about how to stop the exodus of employees that happens after the new calendar year starts.
Abraham Lincoln made the biblical phrase “a house divided against itself cannot stand,” famous. While Lincoln was referring to the debate about slavery in our country, sales managers should be thinking about this phrase in the context of employee rewards and recognition.
We’ve all had times when we haven’t been able to give an employee a key assignment or the raise they deserve. After a while, employees who receive too many pieces of bad news gradually disengage.
As a manager, one of your most crucial tasks is to develop your employees. Part of that development means delegating responsibilities.
You may have heard stories from your parents or grandparents about old-school recognition programs – something along the lines of receiving a gold watch and being shown the door after twenty years of stellar service. In today’s competitive environment, you need to do better.
When employees do a great job, your managers may publicly praise them, and they may get a gift card or a bonus. This established pattern in most organizations certainly builds loyalty. But your recognition programs could be doing so much more.
As the winter holiday season approaches, we often take a minute to reflect on what we’re grateful for and what we’d like to improve on in the coming year. Business leaders should also be taking stock of which activities are creating the right culture at work. On soul2work.com, Scott Mabry suggests five ways leaders can highlight gratitude to improve the office environment.