65% of North American workers reported that they were not recognized at work during the past year according to the authors of The Carrot Principle, Adrian Gostick and Chester Elton. That’s a shame because recognition supercharges the basics of good management according to the authors. Here’s how
- Goal Setting—once you set goals, use timely recognition to identify progress towards those goals. For example, if the goal is greater efficiency—recognize employee who are the most efficient—if it is accuracy—recognize the employees who make the fewest mistakes.
- Communication—add recognition as an agenda item to all individual and weekly staff meetings. It’s also a good way to communicate company values and culture on an ongoing basis.
- Trust—recognizing the contributions of others shows direct reports that you care and appreciate their efforts. It also lets people know that everyone will be recognized for their contribution on a project. That goes a long way towards building trust.
- Accountability—recognizing good behavior shows that you are paying attention to goals and progress. It’s also a positive way to let people know that behavior is being tracked.
What’s your organization’s approach to reward and recognition? You can learn more about The Carrot Principle by checking out this short video at BNET, one of our recommended web sites.