How to – Understand Recognition Smart professionals at all levels look for creative ways to reward employees and colleagues who perform well. I’m not talking about a salary and benefits. Those are the things that are negotiated, mutually agreed upon, and expected at regular intervals. That’s your basic "cake". If you want them to go above and beyond, or repeat that desired behavior, you need to add a little "frosting" to your cake!

There are many ways to give people recognition. The best way to reward the positive performance involves the following:

Make it Personal
One size does not fit all, and the perceived value of the recognition and reward you give is elevated when it’s customized for the specific employee who receives it. I know it will take more of your time, planning, and creativity; and it will require that you need to know these people at a deeper level, discovering more about who they are and what they enjoy. But it’s that extra effort that communicates that you value them.

Keep it in Proportion
If you are overzealous in your praise or heap huge incentives on people for minor accomplishments, it’s hard to show proportionate enthusiasm for the bigger things. Your acknowledgment or reward should match the level of performance being recognized.

Make it Timely
Timing can make all the difference. A small token of appreciation today can be much more effective than something worth twice as much delivered next week. Always be prepared to reward desired performance promptly. If you can write people up for something done wrong, you should be able to write them up just as easily (if not more) for doing something above and beyond what’s expected. Gift cards, crisp new bills, gift certificates delivered immediately get noticed; and recognizing extra effort right away will double the impact of any reward.

Praise In Public
Often the value of your recognition (especially with younger workers) can be doubled if it’s done when friends and colleagues are looking on. The receiver wants to know they are doing well, but they often like their coworkers to know as well. While not everyone likes praise in public (another reason to know the people you work with better), everyone does like to hear that their efforts are appreciated.

Outstanding performance comes in all shapes and sizes and in many different areas of your business. You don’t have to recognize all of your employees and colleagues – just the ones you want to develop and retain.  2:00 PM •  0 Comments •

How to – Get Noticed Although email is a great way to connect with people, it falls short in some critical areas. Digital communication will never be an adequate substitute for meeting with someone in person.

How much distance is between you and your manager, employee, client or colleague has no relation to how conflicts can arise. With so much of how we communicate done through non-verbal behaviors, physical distance can result in an increase in the problems that arise from trying to convey our intentions.

A rule that you should consider unbreakable under any circumstances is: Never ever try to resolve a conflict using email.

With no non-verbal cue to clue people in to your intention, the receiver of your communication has to guess what you mean. Amazingly, most people make negative assumptions, not positive ones. So take the guesswork out of it. As soon as you get a sense that you are being misunderstood, DO pick up the phone. And, if you cannot talk to the person you need to in real time, DON’T leave a message that can be left open to misinterpretation. Make it clear that you need to talk to them and ask for the best time to do so.

When you get them on the phone:
• Pay careful attention to the tone of your voice. You want to sound as you intend.

• Remove distractions. You need to be focused on this conversation. If you are doing something else while talking (such as checking your email), they will get the impression that this conversation isn’t that important to you.

• Check to make sure they are hearing your message accurately by asking them.

• Listen to their tone and see if it is hesitant, uncertain or disbelieving. If it is, they may still have some doubt about your message.

Resolving conflict when you are separated by distance, even if it’s on another floor of the building, takes a little more effort and time. Clarifying the message and your intention to insure effective communication saves time in the long run.  4:07 PM •  0 Comments •