Employee Recognition

Have you ever been in a meeting where managers try to tackle the issue of employee recognition? About five minutes into the discussion I always come to the same conclusion. Managers do not really understand their employees. Managers, in general do not understand people.

As a manager I must look at recognition from an employee’s perspective. Since I am an employee as well, why shouldn?t I consider what recognition means to me? If I can understand my own need for recognition, then maybe I will have a chance at giving someone else in the organization meaningful recognition.

What do I like?

I like financial recognition. When it comes to business, time is money. If I really make a difference to the profitability of the company, I want to share in the financial success ? personally.

I like to be recognized as someone who is committed to a mission and does what it takes (within reason) to accomplish goals.

I like to know that I am appreciated.

I like to feel like I am making a difference every day.

I like when my strengths are being utilized.

There is nothing unique about how I like to be recognized. Not all people are the same and so the list may vary. However, the list is based on fundamental needs that people have. If we recognize people, don?t we recognize employees?

There is nothing artificial about people?s needs. They are real. Why do we try so hard to develop the right recognition program and often fail?

Are we really willing to recognize people?