Frequently Asked Questions
Click the question below for details
• What usually happens with recognition giving?
• Why is it difficult to give people recognition?
• How can we make time for recognition giving?
• Will "Real Recognition™" last?
• What can I do about giving people recognition?
• Why should we look at recognition now?
• What will other people think if I give recognition to one and not the other?
• Doesn't recognition cost a lot of money?
What usually happens with recognition giving?
More often than not recognition giving is left to chance and the varied leadership styles and skills of managers in the workplace.
When companies do give recognition they tend to create programs. These programs often have catchy names and focus mostly on tangible rewards or token awards that can be redeemed. A directive may come down from senior management to start saying "thank you" more.
A large majority of organizations give awards of excellence that are nominated or earned. There is usually recognition associated with employee suggestion systems. Most common awards given are for length of service. Recognition spills over into informal employee events and celebration of department goals achieved and personal anniversaries.
What we know is that the most meaningful form of recognition is the daily, spontaneous acts and words of appreciation, praise and recognition. From the survey results of most companies, they do well on the awards and rewards. They even have pretty good compensation and benefit plans. What employees end up telling us is that no one says thank you anymore. They want to know their contribution to the company is appreciated.
So what usually happens is that people don't get the recognition they really want or that they deserve.
Why is it difficult to give people recognition?
In our workshops and consulting projects people have told us several reasons why they have a difficult time giving others recognition.
For many it is just that they don't know how to say it right or what to do. This awkwardness literally stops recognition from happening. In most cases it is the fact that they have received very little themselves so do not have positive role models or examples to follow. There are some basic principles, which can be followed to help gain confidence in what to say and how to say it, without sounding phony.
Another common reason is "mind-reading" what you think other people would say if you recognize one person and not everyone else. Turn this around and imagine what would happen if you just started. You would actually be modeling what you want to see happen everywhere.
The culture in most organizations has also bred the idea that only managers and supervisors give praise and appreciation. Leadership is action and not a position. So this means it is everyone's responsibility to be giving recognition.
Since receiving recognition happens so infrequently in most places any attempt to start is perceived as "what do they want from me?" By just doing it, being sincere and consistent, you can make a difference where you work.
How can we make time for recognition giving?
The number one reason individuals state, as a barrier to giving people recognition, is not having enough time.
Key to overcoming this problem is changing attitudes and putting relationships ahead of tasks. In reality, the act of giving people recognition takes from seconds to very few minutes.
Here are some suggestions:
* In your daily planner or system, prioritize by relationships then tasks
* Pick a time to think about praise, recognition actions and go and do it.
* Do a regular and spontaneous walk-around to observe people and praise them.
* In your meetings take time out to acknowledge the results achieved and exemplary actions observed.
* Choose a best time of day to write at least one thank you note to someone internally and someone outside the company
* Until you get into the habit of recognition giving, use some kind of tally system to see how you do each day.
* Make every interaction with people an opportunity to say "thank you" or give an expression of appreciation.
Will "Real Recognition™" last?
Real Recognition is built upon principles, values and beliefs that people come first. It is driven by the culture of an organization versus just programs. Principles last; programs fade away.
Real Recognition is owned by everyone as being responsible and not just a single person or department. Ownership by everyone instills commitment that lasts.
Real Recognition evolves as the company does and as the people give input to it. It becomes a way of life around where you work. That's why it lasts.
Real Recognition acknowledges that appreciation, praise and recognition are as much about "feelings" as they are about "performance". Notice that feelings last.
What can I do about giving people recognition?
There 5 simple things to learn.
1. Awareness: The fact that you are asking the question suggests you are aware there is a need for people to feel appreciated for their contributions at work. You must become aware of the inherent need most people have for feeling valued and recognized for what they do.
2. Acknowledgment: When you increase your "awareness" of the need, you can then "acknowledge" people want to feel appreciated and respected. This starts to instill some thoughts about your role in all of this.
3. Acceptance: Now you can begin to "accept" your role and the importance of giving recognition to others.
4. Appreciation: You personally can see that to "appreciate" someone you are really doing two things. First, you are valuing them for who they are, independent of any performance. Second, is recognizing them for what they do and not just when something is "done" or completed.
5. Action: From understanding the need, knowing what people want, to the part you play, all of this must lead to "action". Action with recognition is doing things and saying things to show your appreciation and respect for another.
Make it happen!!
Why should we look at recognition now?
Our "high tech" world is moving away from the "high-touch" needs employees want in the workplace.
One of the highest reasons people give for leaving a place of employment is a lack of recognition on the job.
The workplace is now faced with the potential of four different "generations" in their midst. Each generation requires different kinds of recognition. If you don't know these differences you could rapidly see people leaving on you.
Society is losing its social supports and the workplace has to fill the gap. Employees are crying out for a caring work environment that shows concern.
Companies that have strong purpose, solid values, and demonstrate care and appreciation for the contributions of their employees create higher job satisfaction. They also just happen to be more profitable than those who don't.
It has always been the right thing to do. Good companies that care give recognition.
What will other people think if I give recognition to one and not the other?
There are only 2 times other people "think" about someone else receiving recognition.
One, when recognition is not a way of life in an organization and someone else receiving it stands out from all those not receiving it. And two, when appreciation, respect, and caring are so inherent in a company, that people stop to celebrate the well deserved honoring of a colleague being recognized.
To get rid of the negative attitude, just start giving recognition consistently, when merited, with sincerity, as often as you can. By modeling giving recognition, your goal should be to set an example of recognition giving to everyone.
Doesn't recognition cost a lot of money?
Let's not beat around the bush. Recognition does cost money, time and effort. But recognition is more about people than it is about giving "things". The real cost comes in the time, personal commitment and development of interpersonal skills required for effective recognition giving.
You set the budget. Recognition does not have to cost "a lot of money". Start off small. Focus on the daily, spontaneous acts of appreciation and just plain saying "thank you". Doing this with real meaning and sincerity will communicate volumes. Perhaps a simple potluck lunch with you providing dessert is a next step up. Remember, it's the little things that make the big difference.
When you can get monies allocated, try for a pizza supper when a major project is completed; gift certificates for individuals who go the extra mile; and useful office supply items just because. If you can, invest in long-term service awards and take extra care in how you organize these events. Don't forget that training and professional development can be used to acknowledge performance.
There can be plenty of awards and plaques earned or nominated for various areas of performance such as sales, quality, safety, etc. Yet time and time again, employees working at companies with all of the fancy awards tell us the most important thing is to hear words of appreciation along the way.
So the next time you are out shopping and you think recognition costs a lot, buy a package of thank you cards and stamps. Watch the results after you carefully write in them and send them to deserving individuals. You'll see that you should change the vocabulary from "cost" to "investment". Recognition is really a priceless tool.
