Research shows that receiving recognition for a job well done is vital to improving team performance – so what can you do to show your team the recognition they deserve?
In Bob Nelson’s research for his book ‘1001 Ways to Reward Employees’ he found the following:
- 90% of managers said that recognising employees helps them to better motivate their staff
- 84% of managers said that providing non-monetary recognition to their employees when they do good work helps to increase their performance
- 84% of managers said that recognising employees provides them with practical feedback
- 80% of managers said that recognising employees for good work makes it easier to get the work done
- 78% of managers said that recognising employees helps them to be more productive
- 73% of managers said that they received the results they expected when they used employee recognition either immediately or soon after
- 78% of thousands of employees who took part in this research said that it was very or extremely important to be recognised by their manager when they do good work
- So why is recognition so poorly used in the workplace?
In short, it’s to do with a reliance on using ‘easy and established’ quick fix motivators such as money – rather than the long-term benefits of spoken or written recognition.
So, what can you do to show your team recognition?
Here are the seven steps to successfully ‘recognising’ your team:
1. Emphasise success rather than failure
Most people tend to miss the positives if they are busy searching for the negatives.
2. Deliver recognition and reward in an open and publicised way
If not made public, recognition loses much of its impact and much of the purpose for which it is provided.
3. Deliver recognition in a personal and honest manner
Avoid giving recognition that is over produced or insincere.
4. Tailor your recognition and reward to the unique needs of the people involved
Having a range of different recognition and reward options will enable management to acknowledge accomplishment in the appropriate way for the specific situation.
5. Timing is crucial
Recognise contribution throughout a project. Reward contribution at the time of the achievement as time delays weaken the impact of most rewards.
6. Strive for a clear, unambiguous and well communicated connection between accomplishments and rewards
Be sure that people understand why they are receiving the reward and the criteria used to determine those rewards.
7. Recognise recognition
That is, recognise people who recognise others for doing what is best for the company.
In order to get the most from any recognition that you provide be sure to stick to the following points when praising an individual or group:
Keep recognition as soon as possible
Keep recognition as sincere as possible
Keep recognition as specific as possible
Keep recognition as personal as possible
Keep recognition as positive as possible
Keep recognition as practical as possible
If you find the toolkit useful and would like to find out more about how we can help improve performance, sales and profitability at your dealership, please contact Declan Gaule on 01308 802030 or email email@example.com