Home Library Translate
A A A
Share »
Follow us on Facebook Follow us on Twitter Follow us on LinkedIn
Connect »

Blog: Supervision

Menu

  • This Blog's Home
  • Guest Writer Submissions
  • Policies
  • To Subscribe to a Blog
  • About
  • Feedback

Recognition: Getting People To Give Their Very Best

By Marcia Zidle on July 10, 2012

Recognition: For something so simple why is so hard to compliment people when they do something well or to encourage them as they work to improve their performance?

I’ve have heard a variety of reasons, in my training and coaching,  why some managers let encouragement and recognition drift.

  • “I don’t need recognition. I am self-driven. My people should be the same.”
  • “If I recognize them, they will let up and performance will drop.”
  • “Recognizing individuals will only create more problems with those who don’t get it.”
  • “Why should I recognize people for doing their jobs.”

The bottom line is this: If you want people to give their very best, you better be recognizing their efforts and contributions regularly – not just once a year!

Here are three things to keep in mind about recognition.

  1. Recognition and reward are not the same thing, although many use them interchangeably. Rewards are best used when high achievement standards are met or exceeded. For many managers, monetary reward is the only recognition strategy they know. In those circumstances, recognition is very black and white – exceed your numbers and get recognized (usually with more money); come in at 99% and be labeled a marginal or poor performer.
  2. However, recognition serve many purposes. With simple words, short notes, public applause or even little trinkets, you can let people know when they are making progress, , serving as role models for important values or showing extra effort. It’s acknowledging and encouraging people for their time, effort and commitment.  Look for opportunities to help people soar and let them know when they do.
  3. You cannot delegate recognition and encouragement. You must get involved one on one whenever possible. Dropping a note of praise in an e-mail is one thing. Personally handing it to the other person, with a proud look in the eye, an affirming handshake or a genuine pat on the back is something entirely different.

Management Success Tip

Write down the names of at least two people whom you know deserves some praise, recognition or encouragement from you for something they have recently done or are about to do. Now go out and recognize them. Let them know how important they are. Then find 2 more people. In other words, set daily or weekly goals for recognition. Get it in your planner like you do everything else that is important. Also see Employee Motivation: one Size Doesn’t Fit All and Enthusiastic Employees Do Yo Have Them?

Do you want to develop your Management Smarts?

  • Build your skills with The Effective Manager
  • Sign up for Quick Wins: 101 Management Tips.
  • Find performance boosters in the Smart Moves Blog.
  • Fast track your leadership. Be part of a Success Team.
  • Need a speaker? Get the Edge keynotes-webinars-workshops.
  • Copyright © 2012 Marcia Zidle business and leadership coach.
« Previous Next »

Search Our Site

Meet the Blog’s Co-Hosts

Carter McNamara of Authenticity Consulting, LLC, provides organization development and consultant training services, and is developer of the Free Management Library. [Read more ...]


Marcia Zidle, a certified career strategist and business coach, works with high potential, high impact executives, managers and professionals to advance their careers and grow their leadership capabilities. [Read more ...]

Categories of Posts

  • Basics and Overviews
  • Coaching
  • Delegating
  • employee communication
  • Employee Motivation
  • Employee Recruitment
  • Employee Staffing
  • Feedback With Employees
  • General Resources
  • Management Effectiveness
  • Organizing Employees
  • Performance Management
  • Roles and Responsibilities
  • Skills Required
  • Team Building
  • Training Employees
  • Uncategorized

Recent Blog Posts
Alternate Recent Posts Widget

  • How Good Are Your Management Skills? Part 2
  • How Good Are Your Management Skills? Part 1
  • Wearing the Same Shirt Doesn’t Make a Winning Team
  • Three Strategies to Connect and Engage Employees
  • Do Some Rules Need To be Broken?

Related Library Topics

  • Coaching
  • Employee Performance
  • Group Skills
  • Human Resources
  • Mentoring
  • Policies (Personnel)

Library's Blogs

  • Boards of Directors
  • Building a Business
  • Business Communications
  • Business Ethics, Culture and Performance
  • Business Planning
  • Career Management
  • Coaching and Action Learning
  • Consulting and Organizational Development
  • Crisis Management
  • Customer Service
  • Facilitation
  • Free Management Library Blogs
  • Fundraising for Nonprofits
  • Human Resources
  • Leadership
  • Marketing and Social Media
  • Nonprofit Capacity Building
  • Project Management
  • Quality Management
  • Social Enterprise
  • Spirituality
  • Strategic Planning
  • Supervision
  • Team Building and Performance
  • Training and Development
About Feedback Legal Privacy Policy Contact Us
Free Management Library, © Copyright Authenticity Consulting, LLC ®; All rights reserved.
  • Graphics by Wylde Hare LLC
  • Website maintained by Caitlin Cahill

By continuing to use this site, you agree to our Privacy Policy.X