Your Organization's Culture- Part III- Reward and Recognition

We don't have time to recognize our people, there is too much work to do!

We don't have the budget to recognize our people, there just isn't any money!

Why should we recognize our people for doing their job? We pay them, don't we?

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Do any of these comments sound familiar? Have you heard them from your manager? Have you said them yourself? If you did say them, do you wish things were different?

One of the most important portions of your work culture is how you recognize each other. It is interesting to note that on a regular basis, the Gallup Organization surveys a number of employees and their managers. They ask each group to identify and rank the things that are most important to employees. While the results change somewhat year over year, it is interesting to note that managers ALWAYS get it wrong in this survey. Managers tend to rank pay highest. Their employees on the other hand, want to feel involved, want a leader they can trust, and want appreciation.

Here is a summary of a recent version of the survey:

Top 10 Things Employees Want vs. What Managers 'Think' They Want

FACTORS	MANAGERS	EMPLOYEES
Full Appreciation for Work Done	8	1
Feeling 'In' on Things	10	2
Sympathetic Help on Personal Problems	9	3
Job Security	2	4
Good Wages	1	5
Interesting Work	5	6
Promotion/Growth Opportunities	3	7
Personal Loyalty to Workers	6	8
Good Working Conditions	4	9
Tactful Disciplining	7	10

Remember, just because we are managers does not mean we are smarter than those we lead. It is important to remember that managers are measured by the work that others do- to get the best results, lead others in a way that will meet their needs.

Recognition does not need  to take a significant amount of time. A simple "thank-you" goes a long way, as long as it is sincere and timely. saying good morning to everyone you lead, and good night to them at the end of the day makes a difference.

For a change of pace, consider partnering with another leader, your boss, etc. and greeting everyone as they come in the door to start their shift. Just tell them "Thanks for coming in today, we appreciate all you do!" If you have some sort of give away to hand them (coupon for free coffee, stress ball, etc.) you can also hand that out. Be sure that you do this for ALL shifts, not just for the day shift.

Food is one of the ultimate recognition tools. It doesn't have to be a gourmet dinner of Prime Rib with creamed asparagus and baked Alaska, it can be grilled hamburgers or hot dogs, or even ice cream! Another great thing to consider is for your leadership team to prepare and/or serve the food to the front line folks. Nothing says Thank You like preparing and serving food.

There are countless other ways that you can recognize folks within your organization. You can establish formal programs with prizes, gift cards, or cash. There are also no cost options to foster a culture of recognition. You can establish tools, such as cards or online notes for employees to thank and recognize each other. You can also implement a process called "Eagle Stories." For every meeting that you hold with your team, take the first 2 to 3 minutes for Eagle Stories, where you invite employees to briefly recognize a peer for helping them with something or for a job well done. While you may have to tell these stories yourself for the first few meetings, this will take on a life of its own and your employees will remind you if you forget.

In summary, recognition is something that is needed in every organization, and there are countless approaches to enhancing your culture of recognition. Your efforts don't have to be perfect- just try something, and if doesn't work, try somethingng else!

The Answer is Always "No!" --- If You Don't Ask!

In this week's blog we will take a brief break from the series on workplace culture. Instead we will delve into the art of management and negotiation.

There are several famous quotes regarding getting what you want or need:

• If you don't ask, you don't get.
• The answer is always "no" if you don't ask.
• You can't always get what you want, but if you try sometimes, you just might find, you get what you need (thanks to Mick Jagger for that one!)

In today's business world of Political Correctness and every single piece of official correspondence looking like it was written by an army of attorneys, the ability to be direct is a dying competency.

I remember the first time that I had a conversation with someone telling them that they were being let go for poor attendance. I said something like this: "Well, you see Bill, our company policy seeks to assure that all policies are followed in a comprehensive manner, and strategically we must maintain a workforce that provides the appropriate level of staffing to assure that we meet customer demands and quality requirements, so we must take action to assure that our workforce is reliable and available to meet those demands."

Bill just sat there as I finished my soliloquy, as I wiped the sweat from my brow, not sure what to do next. Bill finally asked, "So, am I fired?" After I told him yes, that we were letting him go, I realized that most often a respectful, direct conversation is almost always the best approach to a difficult conversation.

The same principle holds true when you want to request something in the workplace. Even the greatest boss or coworker in the world may not automatically know what you want, even if you think it is ridiculously obvious.

In any negotiation, or in any request situation. the best way to make sure your wants are understood is to simply ask for them. When asking, be sure to consider the impact of your request on the person who can grant it. Ffor example, if you work in a fast food restaurant and you want to have every weekend off, you are probably not going to be successful in your request if the reasons given for your request revolve around you. You should always consider the effect that granting your request will have on the granter, your coworkers, and the organization's goals.

If you can provide a description of a win/win scenario associated with your request, you are far more likely to be successful.

In summary:

1. If you want something, ask for it.
2. Be sure that your request is concise and easily understood, not rambling or overly laden with excess language.
3. Be respectful of the other party.
4. Be sure to frame your request in terms of how it will impact the other party.

Next week: Reward and Recognition in your organization's culture!