We've Moved!!

It's true...we've moved to a new URL location. You can now visit us at: http://rideau.com/blogs/roy-saunderson

We hope to be able to provide you with even more access to resources and tools to help you get recognition right.

Look forward to seeing you visit us at our new home.

Regards,

Roy

Wasted Time on the Job

My friend Michael Ballard sent me an interesting set of statistics compiled by On-Line Schools, about wasting time on the job. It is a great graphical layout of the stats so I highly recommend you click on and visit the link.

It seems the average American worker wastes 1.7 hours per work day. Please note that is not per week but per day!

What do these employees spend their time doing? The answers may or may not surprise you.

44.7% Distracted by the Internet
23.4% Socialized
6.8% Handled personal business
3.9% Spaced out (and they actually admitted this!!)
1.3% Applying for other jobs
19.9% Other

Employers in the U.S. end up paying out $759 Billion dollars per year for work that isn’t actually performed.

Remember there are only seven reasons why people don’t do what you want them to:

1. No Expectations
2. No Feedback
3. No Training
4. No Resources
5. Reward Wrong
6. Punish Right
7. Ignore Either

No Expectations: If you don’t spell out what you want people to do and why they lose focus and of course get distracted. Tell them what’s expected of them and then get out of their way.

No Feedback: OK. So you told them what you expected of them. Now, how are they doing? People want to know how their performance stacks up against others. If they are on track tell them. If they need a simple course correction, coach them along.

No Training: How can we expect people to know all the skills, competencies and abilities to do the job perfectly? We may need to provide education and training, job shadowing and mentoring. Show them what to do.

No Resources: Nothing is worse than being told to do a job and you’re not given the proper tools or equipment to do it right. Make sure you provide people with the software, the hardware and the knowhow to do what you need them to.

Reward Wrong: Looks like many companies are rewarding employees with the opportunity to waste almost 2 hours a day at company expense. The leadership, management and systems in place are allowing this negative behavior to be rewarded – and in cash too!

Punish Right: Someone might try to speak up against wasting time and be shot down by peers with lines like, “well everybody does it!”, “Trying to be a goody-goody?” We need to create an environment where employees can bring up concerns and issues without retribution.

Ignore Either: Occasionally negative behaviors are totally ignored. They are neither directly rewarded nor purposely punished. Managers simply ignore what’s going on and when the cat’s away the mice do play.

Let’s be careful with allowing wasted time to eat away at productivity. We must ensure employees have a clear purpose in their work and that it’s meaningful for them. We must ensure their actions and results are valued and they can see how they are making a contribution.

Now stop reading this blog entry and quickly get back to work!!

Don't Forget Volunteer Appreciation

Just got back from vacation where my wife and I volunteered for 11 days at one of our church’s historical sites. We fast learned the value of seeing volunteer appreciation and recognition in action both from our volunteer coordinators as well as with our fellow volunteer couples.

Here are some things we saw and learned:

* Provide both a general and a specific orientation session to review duties and responsibilities. This gets you at ease with all you will be doing and irons out the unasked questions or chance to ask those not addressed.

* Provide an orientation booklet with a list of all contact information of coordinators, volunteer schedule, and their assigned responsibilities. Sometimes you forget things so having this resource to refer to is so helpful.

* Hold a pre-shift meeting each day and each time thank volunteers for what they have done previously and what they will be doing that day. The faces may change but what a great way to connect each day you’re on shift.

* Assign volunteers to participate in pre-shift meeting in some way if only to give an inspirational or motivational thought for the day. For newly assigned volunteers to be involved in some way when everyone is together is just a nice way to feel important.

* Give any kind of report to show progress whether number of visitors or individuals assisted based on the services provided. Knowing how volunteers are making a difference by whatever metric available is important.

* Have some snacks and drinks available in the volunteer break room and invite volunteers to add goodies as they can. We noted the gamut from healthy fruit to sweet tooth homemade and bought candies and cookies.

* Take photographs of individuals during service and where possible arrange to take some group shots as a keepsake. Life can get busy as volunteers so stopping to capture these photos is a great memory maker.

* Go the extra mile and get a photo album and not only include the individual and group photos but take some of the site locations so they won’t forget their experience. These days we tend to send things electronically to one another so the tangible album with compiled photos was a great WOW ! moment.

* Include a photo guide to show the names of each individual. Some people’s names are easier to remember than others so having a coordinator make time to create a legend was a wonderful gesture.

* With permission include the contact information of all volunteers so people can stay in touch with one another. Friendships are made very quickly with other volunteers so having each other’s contact information is lovely to stay connected.

* Provide a small gift to thank volunteers that will be a memorable reminder of their experience together. When you volunteer it is choice, so receiving a thank you gift for service given is far from expected but graciously appreciated.

* Have a small celebration with all volunteers at the conclusion of the term of volunteering. One never knows when one will be back together with the same people you served with so take some time out to say farewell and give hugs and handshakes together.

Integrating Recognition

Recognition is too often viewed as an isolated act by way of practice – or a point of transaction through an administered program.

In reality, recognition needs to be integrated into everything we do on a daily basis for it to be perceived as being REAL and part of an organization’s culture.

Take time to look at your day and how you can integrate recognition giving into everything you do on a moment-to-moment basis.

Imagine:

* Holding the door open for someone
* Smiling at people as they pass by
* Greeting people and saying their name when known
* Starting off meetings with acknowledging achievements
* Wording your emails so there is gratitude expressed
* Providing either instant or soon-thereafter feedback for work well done
* Thanking people by looking them in the eye when routine tasks are done for you
* Even as a senior leader sitting down to lunch with any group of employees in the cafeteria
* Taking time to be specific with the wording for emailed or written notes or appreciation
* Ensuring awards are presented as a celebration experience and not just a presentation
* Spontaneous stop bys on people just to find out how they are doing
* Make letters communicating a promotion are a chance to acknowledge a person’s contributions
* Taking time out as a small group to celebrate a project completion or new client acquisition
* Praising people either privately or publicly according to a person’s preference
* Sending a note perhaps with a gift or flowers to a spouse to thank them for supporting an employee
* Meeting with an employee before sending them to training to indicate they are going because of their exemplary performance
* Taking time to highlight the behind the scenes work of those often missed through high performance programs
* Leaving a simple note with a favourite treat at the end of the day for a challenged employee
* Leaving a voice mail message after an employee has left to commend them for what they did that day

Meaningful Recognition

When was the last time you received “meaningful” recognition?

Meaningfulness occurs when people experience an activity that resonates with their chosen values, or when it connects them with people they like, raises their sense of competence, or gives them an ah-ha moment of insight.

I think meaningful recognition occurs when an individual’s contributions are properly acknowledged and appreciated in such a way that the person feels honored, valued and respected.

This is why I state that “Real Recognition” happens when the giver and the recipient BOTH feel recognized. Meaningful recognition is a two way street between the recognizer and recognizee.

Share your meaningful recognition experiences with us, explain what made it meaningful and we’ll publish the results.

Nick's Pizza & Pub: It's NOT About the Pizza

Max Brown and I conducted a great radio show interview today with the founder of Nick's Pizza and Pub, Nick Sarillo, and one of his many great employees, Joe De Luca.

Nick is quoted as saying "It's not about the pizza". When we asked Nick about that he came right back at us with the company's purpose statement. Read this carefully, because it says a lot about this wonderful pizza restaurant.

Our Purpose: “The Nick’s Experience” Our dedicated family provides this community an unforgettable place, to connect with your family and friends, to have fun and to feel at home!

Joe, who is a GEN Y Millennial said that when he comes to work he is simply going to hang out with friends, work hard, and have fun because "we're family".

Nick said probably 40% of their workforce is Millennials. He admires the great work ethic of this generation because they want to understand "why" they have to do certain tasks and work. At Nick's Pizza & Pub they have a purpose statement and values that are constantly reinforced right from hiring to two days of orientation JUST on the purpose, values and communications before anyone even touches any pizza ingredients. With this great purpose these young employees are making a great experience for Nick's customers.

Is this focus on culture and purpose making a difference?

Nick Sarillo reports less that 30 percent turnover in an industry typically averaging 150 percent turnover level. He is outperforming the industry earning averages and even sustained performance and sales during the down economy.

Nick has learned how to create and keep corporate culture one slice at a time.

Nick's Pizza & Pub

Only 50% Completely Satisfied with Recognition

In August 2009 Gallup conducted their annual survey of Worker Satisfaction with 13 Aspects of their Current Job. It seems some media channels picked up on the apparent negativity of only 50% of surveyed employees being “completely satisfied” with the recognition they received at work for their work accomplishments.

Truth be told, having only half of the folks at work feeling valued and appreciated for what they are doing is not exactly thrilling.

However, what is often missed in telling the story of facts and numbers is the comparison. Seems if you examined the 2008 survey results the level of complete satisfaction for being recognized on the job was lower than 2009 – in fact it was only 45%.

So even amidst a crazy financial meltdown, layoffs and cutbacks, somehow a small percentage of employees felt more appreciated during a very tough year.

To those managers and supervisors who had the courage and gumption to make a difference to these Gallup surveyed employees – THANK YOU! Please continue the trend and regularly express appreciation to those you work with. Let’s ensure this coming August, when these same people are asked again, there will be even more people who feel valued and respected for what they do each and every day.

I know you can do it.

Global Employee Recognition Survey

I am delighted to be able to introduce you to a colleague and friend, Christophe Laval, President of VPHR, based in Paris, France. He is conducting a global survey on employee recognition practices and learning the commonalities and differences across cultures.

Christophe’s survey will examine perceptions, types of recognition practices and the barriers that get in the way of giving meaningful recognition in the workplace.

I invite you to take this survey. If you have colleagues across the world who could participate and help widen the diversity of input that would be HUGE. It’ll be accessible until the 30th of May 2010 and is completely anonymous. Click here for the survey.

Christophe will then be sharing the results of the survey at the 13th World Human Resources Congress in Montreal this September.

Values: The Important Rewards

Peter Buffet, son of billionaire investor Warren Buffett has learned a powerful lesson from his father. His wisdom to pass on to other parents is shared in his latest book "Life is What You Make it: Finding Your Own Path to Fulfillment".
His message to other money-rich parents comes straight from his own father, Warren Buffet: teach your children values and do not give them everything they want.

There is a tendency to give children all the things we may not have received from the generation before us. However, “things” may have become too much of the focus of today’s generation.

If we are to instill true motivation we must work from the inside out. And that is where instilling and living intrinsic values counts most.

"Economic prosperity may come and go; that's just how it is," Peter Buffet writes in his book. "But values are the steady currency that earns us the all-important rewards."

ROI and Recognition

After attending a two day program of Dr. Jack Phillips’ “ROI Methodology”TM course it is easy to see how we have done a great disservice to the many clients utilizing recognition and reward programs.

The process developed by Dr. Phillips is “a balanced approach to measurement and includes a technique to isolate the effects of the program, project or solution”. What this process allows recognition practitioners to do is isolate the real effects and impact of recognition practices and programs on performance or upon other HR metrics and indicators.

Using the term “ROI” can be construed to mean one can always create a return on investment percentage. However, the “methodology” piece of the equation highlights a numerical and measured outcome can always be generated even for the intangible benefits so typically associated with recognition.

I am concerned we focus too much on recognition outputs with web-based delivered recognition programs. It is only when we focus on the effectiveness and perception of recognition in the eyes of the recipient as well as the business impact recognition makes that recognition programs and practices will be taken seriously.

Real Recognition

Click on the video below, to meet me, Roy Saunderson, and learn a little bit about Real Recognition along the way.

Performance or People Engagement

Academic and business financed research tends to focus more on performance engagement than on people engagement. What academia and business can forget is it is people which produce results. Perhaps more attention should be paid to “people engagement”.

That’s probably why I liked the recent findings I came across from the Kenexa Research Institute through People Matters. They’ve certainly found that rewards and recognition are important drivers of engagement over the last few years. However, a pattern has emerged which clearly differentiates the impact made between rewards and recognition.

On their survey Rewards are measured by questions like:

* “I am paid fairly for the work I do;”
* “If I left my current job, I would be able to find another job that paid me similarly or better than what I earn now;”
* “Overall I am satisfied with my pay.”

Recognition was addressed by questions such as:

* “I regularly receive the recognition I deserve;”
* “My Manager provides me with regular recognition for my work;”
* “Where I work, employees are recognized for delivering outstanding customer service.”

Note from the following table that since 2008 Rewards no longer appear in the Top 10 Engagement Driver list, whereas Recognition has maintained a strong foothold.

Rewards vs. Recognition

Year	Rewards	Recognition
2007	Top 10 Engagement Driver	Top 10 Engagement Driver
2008	Not on Top 10 List	Top 10 Engagement Driver
2009	Not on Top 10 List	Top 10 Engagement Driver

This could be a result of the economic downturn where rewards were unstable or completely unavailable. I am hopeful this is also a demonstration of the permanency of the power of Recognition even during tough times.

It only reinforces the fact that recognition practices need to be enhanced in the skill sets of our leaders and managers. When recognition programs are utilized they must be designed far more strategically and with a strong Recognition focus versus simply a Reward paradigm.

If you need assistance with a Recognition Discovery and creating a Recognition Roadmap, simply call us at 877-336-9601. We'd love to help you make Recognition a Top 10 Engagement Driver for you.

Defining Moments - Employee Engagement

Melcrum, the communications company for corporate communicators, recently conducted a poll to gauge people’s definition of what employee engagement really is.

They provided 5 definitions of employee engagement to choose from and asked participants which one they most agreed with. They had over 100 people respond and here are the results by highest ranked percentage of responses:

* "Intellectual understanding and emotional commitment" - 34%
* "Getting employees' hearts and minds orientated to the business" - 33%
* "Employees who say, stay and strive" - 13%
* "Employees who think and act as business people" - 9%
* "Employees who create a lasting difference to the customer" - 8%
* “Other” - 3%

This continues to support the Recognition Management Institute’s perspective with employee recognition as well – that recognition is an emotional and feeling experience as well as performance based.

Our definition of Real Recognition is simply, “any thought word or deed towards making someone feel appreciated for who they are and recognized for what they do.”

The variables for giving meaningful, effective, and “real” recognition is both performance focused and feelings driven.

Let’s ensure we get emotional commitment from our people by engaging their hearts and minds and by honoring them with Real Recognition.

Michael Lee Stallard & Connection Cultures

Michael Lee Stallard joined us today on the Real Recognition Radio to share his whole concept of the Connection Culture that came out of his book Fired Up or Burned Out. You can re-listen to the show as soon as it is archived on the site.

We were excited to learn from Michael’s research his identification of 6 universal needs consisting of Meaning, Respect, Recognition, Belonging, Autonomy, and Personal Growth. Naturally, we were pleased to see respect and recognition within this Character - Connection - Thrive model.

Michael stated employee engagement is like having a battery on the back of each employee which they can’t personally charge. Michael said recognition is what is needed to charge those employee batteries and it can only be done by other people.

Michael also discusses the need for organizations to establish “relationship excellence” which I think is foundational for making recognition valued and perceived as being “real”. We need to connect with people on a human level to have recognition act as a powerful tool for elevating performance.

What are you doing to charge the batteries of those you work with?

If you would like Michael's free eBook on Connection Culture he offered it to all of our listeners and subscribers. Just Click Here to link and download.

A Better Workplace Conversation

You meet some very interesting people along the way while working.

Two such people that Max Brown and I had the privilege of meeting via our internet Real Recognition Radio show are Sonia Di Maulo and Tanveer Naseer both based in Montreal, Canada.

This past Tuesday they appeared as guests on our show to share in A Better Workplace Conversation” which was very stimulating discussion.

Sonia will always keep you focused on giving positive feedback as a tool for better performance using techniques like the 3 + 1 model. She always asks are you ready to feedback? Yes, you will have to listen to the show to learn about her model.

Tanveer will guide you in creating a positive workplace even during our tough economy right now. He provides ideas on how serving makes us better leaders. Yes, he will share ways to get out of the tough state many of us are in and into a more positive state.

So if you want to build trust, encourage a more positive and engaging workplace, gain greater productivity AND give better praise and recognition at work...well you can find the solutions all on Real Recognition Radio.

Listen in!

Rewarding Failure

Ron Ashkenas, co-author of The GE Work-Out and The Boundaryless Organization recently blogged about the trouble we create in business and government by rewarding failure.

This mirrors the “seven reasons why people don’t do what we want them to”.

1. No Expectations
When we fail to set expectations of what we want someone to do, how can we complain when a person doesn’t do it right? No expectations lead to failure. So set clear and specific expectations and we will eliminate the degree of failure.

2. No Feedback
When we fail to give feedback to an individual after setting the expectations we are doing them a disservice but not letting them know how they are doing. Have they met, exceeded or not reached the expectations set. Give people feedback – positive and constructive -.and you’ll see progress happen right away.

3. No Training
If we don’t educate and train our people on the knowledge and skills needed to do the job properly then we must take responsibility for any failure. Education changes from within and training changes from without and both lead to success.

4. No Resources
Without the tools, the equipment, the monies, and the right people to make things happen nothing really can happen. If the only tool in town is a hammer everything begins to look like a nail. Give people the resources and they’ll perform miracles.

5. Reward Wrong
Like Ron Ashkenas shared on the financial crisis, sometimes we reward the wrong things by not holding people accountable for results and rewarding behaviors we don’t want. Define the right behaviors and results and reward them.

6. Punish Right
Sometimes we punish people when they do the right things simply by minimizing what they do or making light of high performers so they look bad in front of others. Set the right expectations and recognize people who reach them so they become role models for success.

7. Ignore Either
Unfortunately, we most often ignore the great and not so great things going on in the workplace. Never lose out on the opportunity to recognize what people are doing well and coach people who just may be off track to get back on board.

Let’s focus on our strengths and manage our weaknesses the right way and not by rewarding failure.

Happy Employee Appreciation Day

Believe it or not, today, the first Friday in March, is Employee Appreciation Day.

So have you thanked a colleague, fellow employee, or boss today for truly making a difference to you at your work?

One survey by Adecco USA found 75 percent of employees reported they gave enough "thanks" to their coworkers. Meanwhile the same respondents believe they do not get enough appreciation for their own efforts. Perhaps this mirrors the human tendency to self-report ourselves doing better on behaviors than those around us, but still perceptions are real in the eyes of the beholder.

Survey participants also reported 65 percent of employees would like to receive more "thanks" at their jobs, even though 52 percent said their boss does a good job of thanking them. Seems half of the bosses out there might need to pull up their socks in this area.

And don’t worry about generational differences. Expressing appreciation even makes an impact across the generations. Over 75 percent of Generation Y (those aged 18-29) said more thanks would bring more motivation to do a better job, compared to just 36 percent of the Silent Generation (ages 62 and above).

So bosses and co-workers, PLEASE get out there and express THANKS to one more person today.

Employee Appreciation Day - EXPANSION!

When you flip the calendar or your online version this Friday, the first one in March, it should show up stating it is Employee Appreciation Day.

For trivia buffs, this day first appeared on the calendars back in 1995. Bob Nelson, then one of Recognition Professionals International’s (formerly National Association for Employee Recognition) founding Board members, apparently created Employee Appreciation Day as a way of focusing the attention of all employers in all industries to employee recognition. It is always the first Friday in March.

It’s a good reminder.

Now consider this reality.

Nearly nine in 10 organizations reported having recognition programs in place according to a WorldatWork study. Sounds pretty impressive, doesn’t it?

What? I know what you are thinking. You’re not feeling very recognized are you? Neither were 65 percent of 4 million workers surveyed once by the Gallup Organization. These folks said they received no recognition on the job the previous year.

No wonder we need an Employee Appreciation Day!! Over 2.5 million people in the U.S. reported not ONE act of acknowledgement, praise, appreciation, recognition, award or reward the year they were asked about recognition.

I think it is time we expand the awareness from one day, don't you?

Let’s be audacious, bold, and daring. Let’s mark down on every single day on our calendar – 365 days of the year (366 on Leap Years!) – Employee Appreciation Day. Remind yourself each and every day to stop and recognize at LEAST one employee or co-worker, for their example and contributions. Even thank your boss!

Here are some Top 10 Idea Provokers for Employee Appreciation Day for you to practice.

Full Capacity

My colleague, Max Brown, and I had the delight of interviewing Jim Kouzes, co-author of The Leadership Challenge today for our Real Recognition Radio show.

As I came away from this insightful sharing from Jim on the simplicity and awesome power and responsibility of leadership as a driving force for “encouraging the heart” I realized many leaders are not operating on full “leadership” capacity.

Jim reminds all of us that the job of a leader is to improve performance, not to diminish or leave performance where it currently is. If those in leadership position cannot fulfill the role of being able to encourage and help people do more and be more they should get out of leadership.

Leaders must daily fill up their leadership gas tanks to be on full when they reach the company and interact with their people.

Jim told us leaders must develop their capacity to encourage the hearts of others. They must turn introspectively on their own lives and reflect and recall the emotional connection of their own meaningful recognition experience. By tapping into this emotional well of human reality they will find the meaning and reason for acknowledging the worth and contributions of those around them.

Never drive to work on empty.

RMI hits the airwaves

Beginning on February 23rd, I will be co-hosting along with S. Max Brown, RMI’s VP of Organizational Learning, Voice of America’s newest weekly radio show: Real Recognition Radio.

Real Recognition Radio is going to go back to what recognition is really all about. We’re going to help make better people and create more positive relationships. We’ll look at what’s new and exciting in the field of employee rewards, recognition and incentives. We’ll also talk to people who have lived successes and failures to help us learn what works and what doesn’t.

The show’s first installment will be featuring Brenna Garratt as our first guest. Brenna Garratt is a member of Rideau Recognition Solutions’ board of directors and CEO of The Delve Group, Inc. Brenna has been instrumental in working with Senior Executives to reshape and reposition existing brands, as well as invent, position and promote new ones so they are correctly understood internally and externally in their respective marketplaces.

Having been active in both the recognition field and marketing, Brenna’ll be discussing the importance of marketing and communication within your recognition program so your program touches your employees and achieves the goals you intended it to.

Real Recognition Radio will show you how to get real results in the workplace through meaningful recognition solutions.

The show premiers February 23rd, and will air every Tuesday at 1 PM ET on the VoiceAmerica Business Channel. Click here for more info!

Stop Recognition Leaks

Recently, a company operational manager told me their survey results and performance management systems revealed managers were doing very well with recognition giving.

Unfortunately, employees did not share the same perception. Numbers from employee survey results did not mesh with their managers.

He commented how they needed to stop this “leak”.

That word “leak” really hit me.

Consider, consultants typically use the word “gap”, depicting a break or opening between one surface and another, to mean the problem between a current and desired state. The visual connotation is to simply “bridge” the gap. Not too serious – the gap is readily apparent. You just need some engineer corps to come in and figuratively drop a bridge across.

But what about this fellow’s recognition leak?

Most definitions for a “leak” imply a hole, crack, or some means for a liquid, gas or light to escape through. In most references it is referred to as being “unintended” – or accidental, unplanned, and unwanted.

A gap can be bridged or jumped. A leak can sink a ship. It can also sink productivity, morale, profits, even a company.

Leaks must be found right away. They must be stopped – sealed up, prevented, no more accidents. Disengaged people, lack of commitment, poor morale, absenteeism, presenteeism, turnover, reduced outputs – all escaped energy from people. All unintended but allowed.

Let’s do whatever it takes to seek, find and stop recognition leaks.

Action:

* Ask employees and leaders/ managers in separate, respective groups for candid explanation for why and where the recognition leaks exist within the organization.

* Bring the same groups back together in their separate groups, share the findings from the other group and brainstorm realistic and meaningful solutions.

* Reduce these suggestions to a minimal number (say 3 to 5) and apply them with individual and collective commitment along with a reporting back process every 90-days to senior leadership on results achieved.

Kept and Re-read Thank You's

You probably have them too.

Thank you cards and notes from people in drawers, on bulletin boards or special places. You just can’t make yourself chuck them or recycle them, can you? And have you also noticed if you’ve kept a card you are likely to re-read it at different points of your life.

Why is that?

We conducted research to answer this question and discovered the highest ranked reason recipients gave for re-reading cards was simply to recall the feelings they had when they were first acknowledged.

We thought we should dig deeper and ask what factors contributed to a thank you card actually being kept.

We gave them a bunch of factors to choose from. Let’s see how these factors stacked up against your first impressions. Here are the top 5 items given:

1. Top of the list with 84 percent of respondents was the sender writing the card versus having their assistant or someone else writing it.
2. Second, was ensuring the card or note was handwritten and not typed.
3. Next, was the specific wording used in the content of the card.
4. Obviously the relationship between the writer and the recipient was important.
5. And finally the timeliness of the card being received after the action or event being acknowledged.

Now go write a keeper!

ACTION: Share your reasons for why you keep certain thank you cards or notes and toss out others.

Giving Recognition - An Inside Job

Okay. So I understand Gallup research stated 65 percent of employees hadn’t received a smidgen of recognition the previous year to being surveyed.

That’s a lot of people. Hopefully you were in the 35 percent crowd!!

Consultants and trainers then race to the rescue and teach managers and supervisors all the tricks and techniques of the trade for making things better and training how to give more meaningful and effective recognition to these poor employees.

Suggestions like saying, writing and giving:

· More specific feedback
· Giving recognition in a timely manner
· Respecting preferences for private versus public acknowledgment
· Making it positive...and so forth.

The problem is we are mostly focused on the deprived and overdue recipients of recognition – and we attempt Band-Aid® solutions of quick and easy recognition training to “fix” the managers.

But what about these givers of recognition (and that probably includes you and I)?

People give lots of reasons for not giving recognition:

* No time
* Don’t know how
* Not received any recognition themselves
* Concern for what others will think, etc.

In reality, many of these reasons are surface in nature. We rarely address the real needs of the givers.

Reasons like:

* Never was shown love and respect at home
* Have a hard time listening and taking another person’s point of view
* Did not excel at school as a kid and still struggle with low self-esteem and self-concept
* Have difficulty knowing what and when to say the right things to people

This kind of inner development goes beyond tricks and techniques. It goes right to the heart of a person. We have to concentrate on the inside of a person.

Being able to give real recognition requires becoming and being real oneself. It means going deeper with recognition. Learning what motivates us as givers and dealing with the fears and anxieties that prevent us from being long-term givers of Real Recognition.

Real change on recognition giving requires working on the inside of the givers. As I have always said, recognition giving improves when people improve giving recognition.

It's an inside job.