Organizational Mason, Talent Acquisition Enthusiast, Rebellious Recruiter, Purple Squirrel Hunter, and Challenger of the Status Quo. Semper Fi. Opinions mine.
Great article Brenden. I have seen managers being stingy about recognition in general and if they do it, they do it 1:1. As you said the key is recognition in public. In a virtual environment where the workforce is distributed, they can also send out recognition emails to the concerned group.
Sarat
Tracy D. Holloman
May 7, 2010 11:23 AM
Brendon,
Thank you so much for posting this message. I work for an organization who’s culture is quite toxic. And, while we’re trying to change the culture, the one thing that I discuss with the managers and supervisors that lead line staff is recognition as a motivator.
Last year I rolled out a program that sparked attention to the value of recognition and respect for employees at every level and, it has made an impact to the way the directors, managers and supervisors see their staff and recognize them for the work that they do right. This is also the premise behind the book by Ken Blanchard called “Whale Done”.
Motivation need not be monetary, however a simple thank you and a pat on the back for the work that are employees do everyday; they will tell you it’s all they really need.
Hi Tracy! Thanks so much for the great comment! It sounds like you have a great program there and I’d love to hear more about it. And based on your recommendation, I’m going to check out that book as well. Have a great weekend!
Great article Brenden. I have seen managers being stingy about recognition in general and if they do it, they do it 1:1. As you said the key is recognition in public. In a virtual environment where the workforce is distributed, they can also send out recognition emails to the concerned group.
Great article Brenden. I have seen managers being stingy about recognition in general and if they do it, they do it 1:1. As you said the key is recognition in public. In a virtual environment where the workforce is distributed, they can also send out recognition emails to the concerned group.
Thank you so much for posting this message. I work for an organization who’s culture is quite toxic. And, while we’re trying to change the culture, the one thing that I discuss with the managers and supervisors that lead line staff is recognition as a motivator.
Last year I rolled out a program that sparked attention to the value of recognition and respect for employees at every level and, it has made an impact to the way the directors, managers and supervisors see their staff and recognize them for the work that they do right. This is also the premise behind the book by Ken Blanchard called “Whale Done”.
Motivation need not be monetary, however a simple thank you and a pat on the back for the work that are employees do everyday; they will tell you it’s all they really need.
Sarat Varanasi
May 5, 2010 10:25 AMGreat article Brenden. I have seen managers being stingy about recognition in general and if they do it, they do it 1:1. As you said the key is recognition in public. In a virtual environment where the workforce is distributed, they can also send out recognition emails to the concerned group.
Sarat
Tracy D. Holloman
May 7, 2010 11:23 AMBrendon,
Thank you so much for posting this message. I work for an organization who’s culture is quite toxic. And, while we’re trying to change the culture, the one thing that I discuss with the managers and supervisors that lead line staff is recognition as a motivator.
Last year I rolled out a program that sparked attention to the value of recognition and respect for employees at every level and, it has made an impact to the way the directors, managers and supervisors see their staff and recognize them for the work that they do right. This is also the premise behind the book by Ken Blanchard called “Whale Done”.
Motivation need not be monetary, however a simple thank you and a pat on the back for the work that are employees do everyday; they will tell you it’s all they really need.
wrightonleadership
May 7, 2010 6:12 PMHi Tracy! Thanks so much for the great comment! It sounds like you have a great program there and I’d love to hear more about it. And based on your recommendation, I’m going to check out that book as well. Have a great weekend!
Brenden
Steve
May 29, 2010 7:32 AMGreat article Brenden. I have seen managers being stingy about recognition in general and if they do it, they do it 1:1. As you said the key is recognition in public. In a virtual environment where the workforce is distributed, they can also send out recognition emails to the concerned group.
Sarat
Emily
June 3, 2010 10:43 AMGreat article Brenden. I have seen managers being stingy about recognition in general and if they do it, they do it 1:1. As you said the key is recognition in public. In a virtual environment where the workforce is distributed, they can also send out recognition emails to the concerned group.
Sarat
Amy
June 6, 2010 7:00 AMBrendon,
Thank you so much for posting this message. I work for an organization who’s culture is quite toxic. And, while we’re trying to change the culture, the one thing that I discuss with the managers and supervisors that lead line staff is recognition as a motivator.
Last year I rolled out a program that sparked attention to the value of recognition and respect for employees at every level and, it has made an impact to the way the directors, managers and supervisors see their staff and recognize them for the work that they do right. This is also the premise behind the book by Ken Blanchard called “Whale Done”.
Motivation need not be monetary, however a simple thank you and a pat on the back for the work that are employees do everyday; they will tell you it’s all they really need.