BEAR IT
Here is another gem from David Spire of United Systems of Bradenton, Florida. Recognition and rewards have much greater impact when you personalize them to meet the individual employee's needs. I'll let him tell the story.
Over the years I've felt that I've always done a great job of showing and verbalizing my appreciation for each of my staff members. Well, as fate would have it, Jennifer, our Director of Operations was away from the office for several days, and while she was gone I was pitching in on a few of her duties to help offset the additional workload created in her absence.
As I performed many of the operational tasks that by the way, I had created, I found a few things that needed improvement. On the fly, I sent ideas to her on how we could improve in that area. Who wouldn't LOVE doing their job a little more efficiently?!
When Jennifer got back into town and to the office she appeared to be a wee-bit salty at me, and kind of bothered at my mere existence. I asked her if I had done something to upset or offend her (of course assuming she would say "no way boss, you're the best!").
Much to my surprise she WAS in fact a bit put off by me. My emails with suggested improvements made her feel I just don't appreciate all the things that she DOES do...
I was stunned. Hurt. Confused. I picked up my jaw from the floor and said, "Jennifer, I try to tell and show you all the time how much I appreciate the job you do for United Systems every day. 95% of the feedback I give you is reviews of glowing praise"
She simply replied, "It's the 5% that I remember."
Ouch! (insert cricket chirps in the room)
Well, what does a business owner do? We solve problems, and try and delegate when possible. So.... How do I delegate and automate my appreciation?
I went to Brandon Mall and bought a Build-A-Bear. I put one of those voice recorder inserts in the paw and recorded myself saying, "Jenny, you're a rock star... and I APPRECIATE YOU!"
I gave it to her for Christmas and let her know that any time she needs a pick-me-up, she is welcome to give it a squeeze.
Nowadays I just say, "Pinch the paw," and that's one of her reminders that she's invaluable to us.
Too often as leaders our corrections, suggestions, constructive criticism and sarcasm destroy the words and actions we take to build people up. Be intentional and systematic with the way you personalize recognition.
Do you have a "Bear strategy" for your team?
David Russell, CEO
Success With People, Inc.MANAGEtoWIN, Inc.
| MEETING IDEAS |
The book, The Carrot Principle, years ago included a survey that concluded 67% of employees said they did not receive a single compliment at work during the prior year. I believe this survey conclusion is wrong. Most if not all of those employees were complimented. The problem is many of the kind words were preceded or followed by a big BUTT... "You did a great job on that project, Sam, BUT if you had done ____________ then it really would have been better. Discuss this with your team. This is an issue of leadership and cause of friction among team members. Here are some ideas. 1. Make a list of the compliments you have received at work during the past 30 days. 2. Make a list of the corrections, suggestions, constructive criticism and sarcasm you have received at work during the past 30 days. 3. Consider reading The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People by Gary Chapman. Or at least discuss them and ask each person what is their primary language of appreciation. Chapman's 5 Languages are, in brief:
4. Wish List II. Consider emailing me for our Wish List II. It is a simple survey for employees to let you know how they want to be recognized. 5. Commit to a System. Figure out at least one thing you can do better to recognize your employees and pilot it for 90 days. Refine, enhance, and establish as a long-term program to sincerely communicate how much you value your people. |
