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.