The Recognition Dirty Dozen
excuses, excuses, excuses!
Unfortunately, it has been documented that recognition is viewed as a pointless exercise in the workplace because many top managers mistakenly believe that anything beyond a paycheck isn't necessary. In fact, in a Gallup Poll that surveyed 4 million workers, 65% said they don't feel recognized even though 90% of today's companies have recognition programs! Below is a list of a dozen excuses managers have for not recognizing their staff's accomplishments:
I don't have the time!
If recognition is important to you, you will find the time. Linking recognition into your daily planning by treating it as an action item on your "to do" list will yield better results. You could also enlist the help of others by setting up a committee in your department to lead the effort in staff recognition.
It will lose impact if it's overdone.
Not if you mean it. Recognition never gets old when it's delivered in a spirit of genuine appreciation and honesty. People don't generally tire of hearing that they are a valued member of the staff at Brown.
I don't have a budget for recognition.
A simple thank you for a job well done doesn't cost anything and requires only awareness and thoughtfulness on the part of the manager. Consider a strategy of creative recognition using common, everyday items that can be linked to a worthwhile accomplishment.
A paycheck is recognition enough!
Money certainly is the reason why employees show up for work every day, but it's not an indicator of excellence in performance or quality of work. Everyone needs money, but they crave recognition.
They will expect more praise!
...and if staff are exceeding the expectations of their job, they deserve more praise! The real problem is generic, perfunctory praise that comes across as insincere.
I don't want to get too friendly with my staff.
With all the extra hours put in by staff, we spend nearly the same amount of time at work as we spend at home. Recognition helps you to become more familiar with your colleagues in a positive way.
People shouldn't get rewarded for just doing their job!
How well people do their jobs depends on your ability as a leader to communicate your expectations for outstanding performance. Contrary to popular belief, no news is not good news in the workplace.
Recognition makes me uncomfortable.
At first, it probably will. But, like anything else, the more you do it, the more it will seem like second nature. Don't let nerves get in the way of recognizing excellence in performance.
They'll ask for more money.
Actually, no, they won't! In fact, research shows that people who are paid fairly and receive recognition ask for fewer salary increases. That's because they are not looking for a reason to stay; they've already found it! Keep people happy and engaged, and they are less likely to complain about money.
No one else recognizes their staff.
An excellent leader is one who is innovative and not concerned about what others are doing. When word gets around that you make recognition a priority in your department, your colleagues may adapt some of your same recognition practices for their employees!
No one ever recognizes me!
If you were never recognized, that's regrettable. But it doesn't mean your staff should be cheated, too. Make up for past slights and ensure your staff feel good about themselves at work. Their positive feelings about their department will spill over to their families and friends.
I don't want to play favorites!
Actually, yes you do. Top performers deserve all the praise and recognition and serve as a model to the mediocre performers in your department. Don't lose a great employee because you are afraid offending a mediocre employee.
I have yet to find a man, however exalted his station, who did not do better work and put forth greater effort under a spirit of approval than under a spirit of criticism.
Charles Schwab
taken from A Carrot a Day: A Daily Dose of Recognition for Your Employees, by Adrian Gostick and Chester Elton.