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.