Ridge Insights - November 2007
Recognition
Ridge Insights
A monthly e-brief from Ridge Training
Date: November 20, 2007
To subscribe: www.ridge.com/insights.htm
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WHAT WE'RE THINKING ABOUT: RECOGNITION
The Thanksgiving holiday asks us to appreciate all that we have. In this Ridge Insights, we're asking you to appreciate who you have working with you, and what they do.
For most of us, recognizing what's good is not our normal outlook on life. We're far more likely to focus on the missed deadline or the incorrect information than we are to applaud a report received on time or the lack of mistakes.
Research shows this mindset takes its toll. A recent survey by The Jackson Organization of over 200,000 employees concludes:
* 65 percent of respondents report that they weren't recognized at all in the preceding year.
* 79 percent of people leaving an organization report 'lack of appreciation' as a key reason.
* Of those reporting the highest morale at work, 94.4 percent agree that their managers are effective at recognition.
* Organizations that effectively recognize excellence tend to be more profitable and can have more than three times the return on equity than those that do so the least.
(Source: http://www.hrmguide.com/performance/carrot-principle.htm)
This is the paradox of recognition: there are tangible organizational as well as interpersonal rewards associated with recognizing people, and yet employees are not feeling appreciated. Even if people are getting recognized, the message is not getting through. What's wrong?
WE DON'T SEE IT
Every day we're focused on the problems we need to solve. We take for granted what's going well, and who's making it go well. Yet when things break down, we forget that they had been going well. Ironically, not noticing what's working adds to our stress at work and takes its toll on relationships.
WE DON'T SAY IT
Even if we do notice something to recognize an employee for, we don't always mention it. It's awkward to slip it into the conversation. It doesn't seem that important if we forget to say it at all. But it is important, as the statistics from the study show. People don't get recognized enough and it's demotivating to work in an environment without recognition.
And when we do say something, it doesn't express our intent very well. We speak vaguely: "You did a good job on that presentation." Or simply: "Nice work." Such generalizations may even come across as insincere. Instead, say specifically what they did well and why it mattered. Being specific adds power to the message and strikes a different chord; the person feels that their hard work has been truly noticed. Telling how it affected you also makes them feel that their work is important.
THEY DON'T HEAR IT
Even if you start seeing what people are doing well, and you make a point of saying it, don't be surprised if they try to brush it off: "No big deal... No problem... It was nothing..." Even though we want to be celebrated, we're often embarrassed when we are. Or we're expecting such "positive feedback" to be the warm up for criticism. If you get the brush off, no problem. Reinforce it a second time--"Maybe it was no big deal for you, but it really helped me out. Thanks." Few human beings will deflect genuine appreciation a second time.
WHAT TO DO
1. Start seeing what's working. Take a moment right now to think of 10 people who have helped you in the past week. If you run out of people at work, look around the table on Thanksgiving Day (family members don't feel they get enough appreciation either).
2. Speak up with your appreciation. Create a "to do" in your calendar to acknowledge the efforts of others when you get back from your Thanksgiving break. Have some fun with this and use our Appreciation Alert http://www.ridge.com/appreciate.html.
3. Expect the "brush off," and be prepared to deliver your recognition again. Using these simple guidelines, you and your team can enjoy the value of thanks-giving all year round!
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