How to Harness the Power of Praise
Make your office a more
effective place to work by catching people doing something right!
"Another day another dollar," "Thank God it’s Friday"- Why are so many
common phrases about work so negative?
What would it take for your staff to say: "Another day, another welcome
challenge," and "Thank God it’s Monday"?You can make a
bigger difference! Here are 4 key steps to help you build the long-term
morale of your all-important team.
Some managers claim the best way to motivate staff is through the wallet:
increase pay, raise allowances, give more cash incentives. But while money
is certainly useful, it is not the only key to human motivation.
Sincere recognition can mean a lot more than just another dollar in the
bank. A genuine pat on the back, given at the right time, in the right
way, for the right reasons, and in front of the right people; can boost
staff morale and commitment in ways that money never will.
Move beyond sporadic incentive schemes and predictable "Employee of the
Month" contests. These may work on a short-term basis, but they do not
create a challenging and inspirational company culture.
1. Learn from Everyone’s Mistakes
In an environment of challenge
and growth, people must try things they’ve never done before. And they
will make mistakes. In a healthy and rewarding culture, people must be
encouraged to learn from their mistakes, then quickly regroup and rebuild.
Managers should work with employees to understand, rectify and improve.
Together they should attack the problems- not the people involved!2.
Make Appraisal Criteria Clear
Make sure your staff understands how they are being appraised for
increments, bonuses and promotions. However you decide to evaluate, staff
must understand the criteria for their evaluation. Introduce your
standards for appraisal during the initial hiring process, explain it
further during new employee orientation, and clarify the process
consistently through staff meetings, newsletters and executive forums.
Encourage Career Development
Make sure the conversation of career development is always open. Show you
care about future possibilities and potential, not just current results or
past achievements. Help staff understand those competencies required for a
successful future. Help your team chart career progressions that are
sustainable and realistic within your company.
Create Powerful Rewards and Meaningful Recognition
Tailor in-house reward and recognition programs to strengthen your company
Most rewards are handed down from the top, but why stop there? You can
encourage recognition in all directions. Why not involve your employees,
teams, customers and suppliers in recognising where recognition is
deserved, and in what form it should be given. And remember to reward the
rewarders. Give special recognition to those managers who excel at
recognising their own staff.
Catch people doing something right. That means recognising good actions
whenever and wherever you see them.
Give merit to your deserving "Employee of the Moment" –
why wait for the end of the month?Extract from: Article
written by Ron Kaufman
To make the change and to make it last, you must build your company
culture. Create a community of recognition, encouragement and support.
It is not an easy job and the change won’t happen overnight, but you must
take the lead and meet this important challenge. The company you build and
the people you inspire may be your greatest rewards of all.
Copyright, Ron Kaufman. All rights
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