I just returned from a fascinating conference put on by the
National Association for Employee Recognition (NAER). (Yes, there
really is such a thing.) I got a chance to give a talk myself, then
spent two days meeting recognition specialists and learning from
them. Some were from big companies like United Airlines, others
from community colleges, city government and so forth. Not many
entrepreneurs or small-business owners though. In fact, not a
one.
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Most entrepreneurs do not consider recognition a central part of
their management practices. But let's get personal about this
and talk about you. I bet you don't budget an extra 3
percent on top of your payroll costs for employee rewards, awards,
celebrations and gifts, for example, yet that is the goal of many
of the recognition specialists I met from large firms.
Is this a luxury for companies that can afford to waste money? I
don't think so. In fact, I think there are many profitable
returns from an emphasis on recognition. It probably costs us not
to do it. Here are some ideas I brought back from my experience at
NAER that I think can apply in every workplace, no matter the size
or budget:
1. If you recognize and make a bit of
a fuss about the good things employees do, then you will find
yourself spending a lot less time worrying about the bad things
they do. They will do less of the negative, and they will strive to
do more of the positive things you are recognizing. It is far, far
easier to lead people to improved performances by thanking them
when they do it right than giving them "grief" (I was
tempted by another word there actually) when they do it wrong.
2. There are important milestones and accomplishments in the
life of your business. Mark them! Have a party. Take a moment to
celebrate. Recharge your own and your employees' batteries. It
is too easy to get so caught up in the daily struggle that you
never stop to recognize the good work you do.
3. Praise and recognize your star performers. Some of your
recognition budget (however large or small) should certainly go
toward spotlighting role model performances and role model
employees. This makes them feel good, encouraging them to stay on
board and keep trying hard. And it gives everyone a bit of
inspiration and a clearer idea of what you want employees to shoot
for. (If you search, you can find many resources for recognition
products and ideas; for instance, I love the assortment on www.baudville.com.)
4. Recognize good effort, not just results. When employees have
had a tough week, throw a mini party for them. Bring in some pizza,
a cheesecake or whatever inspires you, and share it with your crew.
Or try writing a personal thank-you card to each employee--maybe
picking out a different design for each and having some fun
recognizing individuals in your selection. You help the marathon
runner the most by offering encouragement and nourishment along the
track, not just by waiting at the finish line with a trophy.
Recognizing effort has a bigger impact than giving a prize at the
end of the race. Same goes for employees, who are in a race every
day.
Every day, millions of people throw their hearts into their
work. They want to succeed. They want their work to be appreciated
and their efforts to be recognized. When we remember to take care
of these very human needs for recognition and appreciation and the
occasional round of applause, we do a great deal to create the
vital, energized workplace we need in order to succeed in
today's challenging world of business.
Alex
Hiam is a trainer and consultant and the author of Motivating & Rewarding Employees: New and
Better Ways to Inspire Your Peopleas well as Marketing for Dummies. His new book, Making Horses Drink, is now available from
Entrepreneur Press and major bookstores.
