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A Leader’s Competitive A Leader’s Competitive Advantage..…Advantage..…
The Power of EmployeeThe Power of Employee RecognitionRecognition
2007
A Leader’s Competitive Advantage 2
Business Case
A 2001 study at Prudential Financial showed that “not feeling appreciated for the job they did” was one of the
top 10 reasons employees left the company.
A 2002 Gallup Survey found that recognition and praise ranked fourth among the twelve dimensions that
consistently correlated with workgroups that have higher employee retention, higher customer satisfaction, higher
productivity and higher profits.
2007
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Business Case
Work environments and relationships have a significant day to day impact on performance
Work environments and relationships have a significant day to day impact on performance
High-Quality Work Environment•Purposeful
•Positive•Supportive
•Improvement-focused•Employee centered
High level of employee
satisfaction
High level of teamwork,
cooperation, and employee initiative
and creativity
High level of organizational performance,
customer service and innovation
British Columbia Public Service Agency
2007
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Informal vs. Formal Recognition
It is important to have a mix of both informalinformal and a formalformal recognition for
your employees.
The focus of this training program is on howhow and whenwhen to offer informalinformal
recognition. This should happen regularly and more frequently than formal
recognition.
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“The leader’s ability to communicate appreciation is a make-it-or-break-it point in the success of many organizations.”
Changing the Corporate Landscape Jean Otte
“Managers who are most successful spend less time thinking about recognition itself and more time thinking about how they can help the people they work with.”
Make Their Day!: Employee Recognition That Works Cindy Ventrice
Emotional Intelligence
2007
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Emotional Intelligence
What distinguishes the outstanding leader from the merely adequate?
Emotional intelligence – a powerful combination of self-management skills and the ability to work with others.
Daniel Goleman
“What Makes a Leader”
2007
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STARS Program for Employee Recognition
S = Sincere – For a gesture of recognition to be effective it needs to come from the heart and be sincere
T = Timely – It is critical to be timely in recognizing the achievements of your employees
A = Articulate – Make sure to clearly articulate the specific achievement or accomplishment for which you are recognizing your employee
R = Receptive – Be receptive to learning more about your employees and their motivations so you are aware of what types of recognition will be most rewarding to them.
S = Spontaneous – Be spontaneous in your recognition in order to ensure it is happening often, and in natural and varied ways.
2007
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S = Sincere… Say What You Mean, Mean What You Say
Sincerity means that managers trust their employees and value what each is capable of contributing
By recognizing your employees you are helping them to stay motivated. You are letting them know that they are valued and that they are contributing to the overall goals of the company.
2007
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T = Timely… Witness It, Recognize It
The recognition will lose its meaning if too much time passes between the accomplishment and the recognition
"Recognition is something a manager should be doing all the time--it's a running dialogue with people.“Ron Zemke, Senior Editor of Training Magazine
2007
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A = Articulate… Be Specific About the Reason for Recognition
Be very specific with your employees about what they accomplished that warrants the recognition
Establish goals and metrics that merit rewards and stick to those guidelines
"This business of making another person feel good in the unspectacular course of his/her daily comings and goings is, in my view, the very essence of leadership.“CEO Irwan Federman
2007
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R = Receptive… Know What Motivates Your Employees
Do not assume “one size fits all”
You need to know what motivates each of your employees
"That personal touch—the personal thank-you, whether through a phone call or a quick e-mail—is so important.“Sylvia Kronwald, Dow Chemical
2007
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S = Spontaneous… Do What Feels Right
Being spontaneous in giving recognition ensures it is happening in natural and varied ways
"Recognition is so easy to do and so inexpensive to distribute that there is simply no excuse for not doing it.“ Rosabeth Moss Kanter, author and HBS Professor
2007
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Successful Recognition
To successfully give recognition you must:
Be comfortable providing it Agree with the method of recognitionAgree the employee’s attitude & accomplishment merit recognition
2007
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Virtual Recognition
Provide similar types of recognition and rewards that you provide for those employees who are in the same location
Determine motivational needs and build on it
Ask what types of recognition they want
Utilize the STARS Program
“Realize that employees at other locations or who telecommute from their homes already feel they are second-class citizens.”
Bob Nelson, PhD, author and motivational speaker
2007
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Virtual Recognition
Video Conference Interoffice Mail Overnight Mail E-mail Telephone Meetings Ask a local manager/peer to present in your absence
Utilize every communication method for delivery
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How to provide recognition?
Bring in unexpected treats
Email to a person’s supervisor
Hand written thank you notes/post-it note
Greet employees when you see them for the 1st time each day
Have lunch or coffee with your employees
2007
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What can you do?
Ask your manager to recognize your team’s outstanding accomplishments
Ask an employee for feedback on a project or idea
Recognize your peers, not just direct reports
Plan for spontaneous recognition
2007
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Results & Effort Driven Awards
Friday Fan Mail
Pay it Forward Award
ABCD Award (Above the Call of Duty)
Behind the Scenes Award
Mr. Goodbar
LifeSaver Award
Traveling departmental trophy
2007
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Recognition Results
Increased employee confidence
Expecting the best
Links what you say as a manager to what you do as a manager
Builds trust in you as a manager
Shows you are paying attention
Helps employees feel empowered to continue doing the right things
Most employees do the right things most of the time - so there are lots of opportunities for recognition
2007
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If You Are Doing it Right
Your “confirmation” contacts should out-number your coaching &
correction comments by 2 to 1 (National Assoc. for Employee Recognition)
People should tell you that you made their day.
2007
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It takes 21 days of repeated behavior to form a habit
Planning for Spontaneous Recognition
Contents of your “STARS Recognition Box”
HintsResourcesExamples
Giving personal praise is a learned skill…It doesn’t come naturally for everyone because it requires managers to make a connection with their employees on a personal level.
2007
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Culture Change -Committing to Change
Gain management buy-in/supportBudget accordingly for the awardsCommunication is key to sustainingConsistency – award ALL Experiment and learn by trial-and-error
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Make It a Habit and Track It!
GETTING INTO THE RECOGNITION HABIT
Employee Name Date of Recognition Purpose Form of Recognition Employee ReactionDoe, Jane 23-Oct-07 Completed project Personal Card Surprise on receiving card
2007
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Poll Your Employees
Recognition Questionnaire Name: ________________________ 1. I prefer recognition to be:
a. Given in a group setting b. Given personally in a one-on-one setting c. Given in writing rather than in person
2. I would rather be recognized by: a. My peers b. My manager c. My manager’s manager
3. I would rather be recognized in front of: a. My peers b. My manager’s manager c. None of the above
4. If I received a performance award I would rather that it be presented to me: a. In a one-on-one setting b. In a team meeting or group setting c. Over lunch as an added reward
5. I would prefer from my manager: a. Daily recognition b. Weekly recognition c. Occasional recognition based on extraordinary accomplishments
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Homework
Everyday…
Recognize SomeoneRecognize Someone
“Make it a habit
and track it!”
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Measuring Change
Survey employees 1-2 months after inception to assess if they are receiving more informal recognition
Survey managers delivering recognition 1-2 months after inception to assess if they are delivering more informal recognition
Review meritocracy changes in firm employee surveys
2007
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For Additional Information…You can purchase recognition items from the following websites: www.Baudville.com www.gneil.com
You can learn more about employee recognition from these websites: www.recognition.org www.nfib.com www.nelson-motivation.com www.humanresources.about.com/od/rewardrecognition www.workforce.com
You can learn more about employee recognition from these books: 1001 Ways to Recognize Employees – Bob Nelson Make Their Day – Cindy Ventrice 101 Ways to Reward Team Members for $20 (or Less!) - Kevin Aguanno
For questions, call:Renee Mailhot
John Deere309-748-0845 (work)309-230-6445 (cell)
Gillian SaundersSiemens Power Generation
[email protected] (work)407-810-5984 (cell)
-OR--OR-Misty Habib
Merrill [email protected]
904-218-1686 (work)917-523-4021 (cell)
STARS Informal Recognition Program
2007
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Resources
Information was gathered from the following sources: www.gneil.com www.Baudville.com www.nfib.com www.recognition.org 1001 Ways to Recognize Employees – Bob Nelson Whale Done - Ken Blanchard FISH! - Stephen Lundin, Harry Paul & John Christensen Oh, the Places You’ll Go – Dr. Suess Make Their Day – Cindy Ventrice Changing the Corporate Landscape - Jean Otte “Leaving a Legacy” - Kenny Funk "Long-Distance Recognition” – Bob Nelson 101 Ways to Reward Team Members for $20 (or Less!) - Kevin Aguanno The Emotional Intelligence Activity Book: 50 Activities for Promoting EQ at Work - Adele B. Lynn Encouraging the Heart: A Leader’s Guide to Rewarding and Recognizing Others – James Kouzes
& Barry Posner
