The Key and Goal of Effective Recognition Programs
Designing approaches to implement reinforcement, punishment, and measures to prevent extinction in the workplace is the key to an effective recognition program. Keep in mind that every system is perfectly designed to produce the outcomes it produces.
The goal should be to establish a system that effectively alters behaviors through well-considered consequences. Sometimes, our methods of recognition, though deemed appropriate and effective, may not elicit significant behavioral changes. Conversely, certain approaches to recognition can lead to dramatic behavioral shifts. The key lies in the thoughtful design and application of these consequences.
Effective recognition is more a factor of leadership than management.
Rules for Radical Recognition
We have developed 18 "Rules for Radical Recognition" — a list of effective recognition principles that will help you effectively recognize others. Implementing these principles at work can lead to significant positive outcomes in your relationships with others.
- Security: Identified by Maslow as a psychological need, is crucial in the workplace. Employees want to feel secure in their job. Don't forget to include the recognition received in performance appraisals.
- Selectivity: When offering tangible rewards such as monetary bonuses, mugs, or other gifts, it's crucial to provide a range of options. Recognize that not all employees value the same rewards equally. For example, while one employee may appreciate a gift card, another may find it less meaningful. Allowing employees to choose from a selection ensures that they can select the reward they find most valuable and personally significant.
- Selflessness: The driving force behind recognizing employees should be purely selfless. The purpose of the recognition is to highlight the great performance of your employee. It's not motivated by an attempt to showcase yourself or the organization. Recognition that's motivated by selfish reasons will be perceived as disingenuous. It's all about the employee, not you.
- Sensitivity: It’s crucial to consider the preferences and comfort of those you are recognizing. Not everyone appreciates the same style of recognition, and some may even find certain forms uncomfortable. For example, I recall a student who resigned from her role as a safety committee chairperson after being publicly acknowledged in front of a large group. Her reason for stepping down was her discomfort with such a public form of recognition.
- Shake hands: When recognizing someone, don’t underestimate the impact of shaking their hand. Engaging multiple senses – sight, sound, and touch – enhances the recognition experience.
- Smile: The manner of your delivery is often as important as the message itself! Always remember to smile when providing recognition. This seemingly simple act is crucial because it conveys a warm 'relationship' message that enhances the 'content' of your recognition. Often, the recipient of your recognition will be more influenced by the relational aspect conveyed by your smile than by the actual words used. Furthermore, this approach not only strengthens the immediate message but also reinforces the principles outlined in the subsequent rules.
- Significant: Recognition must be perceived as significant and special by the recipient to be truly effective. It's the recipient's view of the recognition's worth that ultimately defines its significance, not the intentions of the one giving it. You know that recognition has been significant in the heart and mind of the receiver when it increases the frequency of desired behavior in the employee and possibly others.
- Sincerity: Ensure that your recognition is genuinely sincere. People can easily detect insincerity through the tone of your voice. Genuine, heartfelt recognition is more likely to resonate emotionally with the recipient. After all, true recognition is about reaching and affecting the heart, isn't it?
- Simplicity: Keep recognition simple. Often, a straightforward 'attaboy' or 'attagirl' is enough to make a significant impact. The most effective recognition may not require tangible rewards like money. Keep it simple - make it fun!
- Singleness: Singling out individuals for their specific achievements tends to be more impactful. While recognizing a group or team as a whole is beneficial, it's crucial to also acknowledge the unique contributions of each member.
- Specificity: Pinpoint each individual's specific achievement. Be careful that your recognition is based on fact, not just feeling. Avoid recognition practices that reward luck rather than merit. Highlight the positive influence of the individual's performance on the organization. It's vital for others to understand exactly how the recognized employee's actions have contributed to the organization's success.
- Speed: Recognize employees as soon as you can after the behavior or achievement. The old adage, "the sooner the better," certainly applies to effective recognition. The longer you wait to recognize, the less effective will be the recognition.
- Spirit: Embrace a spirited and joyful approach when recognizing employees. Don't hesitate to express your genuine delight regarding their performance. An enthusiastic and spirited acknowledgment is most effective when it's prompt, spontaneous, and heartfelt.
- Spontaneity: Don't be afraid to be spontaneous when announcing an award or recognizing someone. There's no need to always schedule or meticulously plan an awards ceremony. Recognition that occurs spontaneously often comes across as more heartfelt and authentic, rather than a mere procedural formality, making it considerably more effective.
- Stability: It’s vital to ensure that your recognition program remains stable and consistent. Don't change the rules of the game too often. People need to know that the performance criteria, and thus the recognition, won't disappear or change before they've worked so hard to achieve it.
- Standards: It's essential to define clear benchmarks for both individual and group performance. While it's common to reward employees for being the first, best, or most improved, this approach often results in a single winner and multiple losers, fostering discontent among those not recognized. Such experiences are likely familiar to many. Furthermore, avoid setting standards that employees might perceive as influenced by internal politics or political correctness, as this undermines the authenticity of the recognition. Instead, focus on personal achievement-based recognition. This method allows for the creation of multiple winners, fostering a more inclusive and positive environment. The key principle is straightforward: recognize everyone who meets the established standards.
- Subtlety: Be subtle when recognizing. You don't need to make it a big public display. Recognition in private has been shown to be generally more effective than public recognition. Believe it or not, most people do not like to be paraded in front of their peers to be recognized.
- Surety: It’s crucial to follow through on any promises made to employees. Employees will be more likely to achieve the desired level of performance when they are sure they will be recognized once they succeed. In fact, the number one reason employees do not trust management is that supervisors and managers do not do what they said they were going to do.
Final Thoughts on Recognition
Aubrey Daniels tells us, "The role of leaders in every organization is not to find fault or place blame, but to analyze why people are behaving as they are and modify the consequences to promote the behavior they need." (Source: Daniels, E. James & Daniels, C. Aubrey. (2004) Changing Behavior that Drives Organizational Effectiveness. Pennsylvania University: Performance Management.)
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