Many managers struggle with recognition. Most of the errors on the page does not recognize their team members. Very few libraries that too much recognition. Here are a few tips to recognize, perform well and benefit from the results.
1) Just Do It - You must know the time to make. An obligation to at least one person per month to recognize. Set aside time in your schedule to do it: to assess which may be determined to earn the recognition, that recognitionwill be; acquire the recognition item(s); and deliver the recognition. The process is time consuming. It’s little wonder that it is neglected.
2) Match the Reward with the Accomplishment – Don’t give an employee 2 movie tickets for saving the company thousands. If an employee does something great, reward them accordingly. If they achieve a minor accomplishment give them something small. Mismatching rewards can really confuse recipients and their peers, and ultimately it can do more harm than good.
This also means consistency. If you give a person a $ 200 voucher for completing a task, and then give them a candy bar for the completion of a similar problem 6 months later, it serves to confuse. Sometimes the means are not available to recognize achievements at similar levels. If that is the case, must be explained. Otherwise, employees are left to wonder: "Am I not as good this time?" If the recognition is different among the employees forsimilar services, can you give preference to the equation.
Sometimes the budget will not allow is capable of understanding that corresponds to the performance. If this is the case, it is even more important, creatively. Do not forget to consider additional time off. This was to be received very well, and flies under the budget radar. In addition, with the employees open on a limited budget.
3) Get Personal - Normally people do not say you are too personal. The opposite isagrees with the recognition. It shows that the manager is enough interest to have put in time to see and remember about your interests. Also, you really get something for the person that they enjoy. After all, that the whole story.
How do you know what someone you interested in? Some organizations have employees fill the recognition wishlist. This can be with just a little too staged. It's much better to talk to your team members. Meet monthly with them and chat. Youis insight into what makes them tick.
4) Timing is everything (almost) - Recognize team members shortly after its completion. If there is too much time between performance and recognition, the effects of the reward will be drastically reduced. Next is the person, weeks or months without much deserved positive feedback. Imagine thinking that they? "If my manager does not realize what I just did?" Is he / she employs to recognize the importancemy performance? I have so much time on it. Why do I even bother? "Secondly, this means that the manager did not see the recognition as particularly important to not send the right message.
Sometimes companies have formal recognition programs. That's fine, but do not let go of an employee benefits throughout the year rewarded to give it time, the "Employee of the Year Award."
5) to be exact - Reward not want anyone toa wonderful staff. The compensation should be anyway. Instead, point out exactly what they did to deserve the recognition - concluded project XYZ, received a client letter, etc., should enhance recognition of the behavior. To be justified on the behavior that the recognition of specific.
6) Make it public - people who want to be recognized by their colleagues. It is a further confirmation of their achievements. In addition, the recognition that not only isReinforcing the behavior of the person (s) recognized, it also affects the behavior of others. Do not miss out on this benefit supplement.
Assuming that the recognition following the above tips, it can be very rewarding for all involved. The impact on team productivity and quality can be significant. It also happens to do the right thing. So, make the commitment to adequately recognize your team members for their work and the benefits doso.
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