August 17, 2005
The Seven habits of Highly Effective Employee Recognition
The 7 Habits of highly effective employee recognition
- Be timely. Don't wait. Praise should be given as soon as possible after the action or achievement occurs.
- Begin with proportion in mind. In other words, don't give someone a roundtrip ticket to Paris for a good attendance record.
- Put specifics first. Get to the point and identify the positive behavior immediately. Don't weigh down your praise with "setting the stage" rhetoric or beating around the bush.
- Think individual-individual. Recognize the individuals who took the positive action. If the action is the work of a group, first recognize the individuals who were most instrumental and then recognize the group as a whole.
- Seek first to listen. Get feedback from coworkers for additional praise for the individual. Peer recognition can be more rewarding than just a pat on the back from the big boss in many cases.
- Be sincere. Be sincere and show your employees that you care, otherwise the recognition does more harm than good.
- Sharpen up on the personal. The recognition should ultimately reflect the recipient's personality. Some people like to be recognized in public, others prefer a more private setting, while others would be happy with a personalized note or card.
From Bob Nelson (www.nelson-motivation.com)