I wrote this article today, while at office.
The company that I was associated with was bought by another entity in June 2011. After that, especially after a new senior executive director came aboard in mid-2013, a new meeting item crept in monthly, that is, massive accolades showered upon the deserved employees within that new entity, almost nothing upon old place folks. This is something entirely new to me.
Some people in my old company might think it nothing but you-scratch-my-back-and-I’ll-scratch-yours. People just do what they are supposed to do. There is no need to make a fuss about it. This is so not true.
First of all, there is a difference between following your job description and going above and beyond, and between a good job and a shoddy one. There is definitely a need for encouraging excellent job over the not-excellent one by the endorsement from someone, so that the bar will be raised for everybody.
Secondly, recognition will make it more likely for the outstanding people to continue their great performance. It’s like I open the door and let you in first and you say thank-you to me. This way I will do the same next time. This is called the rule of reciprocity that we all embrace. A recognition from the management will most likely make someone a happy employee. We know the relationship between being happy and being productive. People don’t like to be taken for granted for too long.
Third, there is a need for the manager/supervisor to engage every employees by confirming his expectations. Sometimes, a manager can make it known to the employees his expectations by recognizing some people and leaving out some others, sending a clear message to those being left out that they need to catch it up.
A thought for the leaders: keep your eyes open for great performers. Be profuse in your praise for the great ones.
No comments yet.
Sorry, the comment form is closed at this time.