Recognizing your colleagues - Why, when and how to say Thank You in the workplace

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Recognizing your colleagues - Why, when and how to say Thank You in the workplace

  1. SAYING THANK YOU AT WORK WHY, HOW, & WHEN
  2. PART ONE The Preamble
  3. When it comes to corporate recognition programs…
  4. There are 3 types of employees in the wild
  5. 10% of you love corporate recognition, and recognize often
  6. 80% are cool with the idea and recognize occasionally (when you have a moment between fire drills)
  7. 10% of you think that it is a bunch of sappy, Dilbert-office cr@p
  8. Without wanting to bore the 90%...
  9. I want to quickly address the 10% of you who personally, sometimes secretly, hate office recognition
  10. If you’re in that group
  11. If you’re really sceptical about all this
  12. appreciate that while you may not personally be motivated by, or comfortable with, giving and receiving recognition….
  13. It works for others around you
  14. It’s scientifically proven (see Robert Cialdani’s book Influence)
  15. whether recognition works for you, is not the point
  16. the point is that recognition is a tool
  17. that you use to manage types of people other than yourself
  18. up, down, and across
  19. so to be effective
  20. at managing many types of people
  21. you need to learn how to use the tool effectively
  22. so get on the bandwagon already and stop sniping
  23. PART TWO Why Recognition? • It’s good for you • It’s good for business • It’s good for them • It feels good • It’s the right thing to do
  24. Recognizing others is good for you 1
  25. Your mother was right all along
  26. It’s just polite to say thanks
  27. And as our pal Machievelli teaches us…
  28. being polite is a great way to grease social wheels
  29. Build relationship capital, guan-xi, personal brands, or fund reciprocity pools
  30. call it what you will
  31. but recognizing your colleagues just makes everything run more smoothly
  32. From office politics, to project timeline management, to motivating line staff, to just simply getting what you want
  33. giving recognition is good for you
  34. Recognition is good for business 2
  35. As shown in industry study after industry study
  36. in firms where recognition is rampant…
  37. retention is up
  38. recruiting image is up
  39. productivity is up
  40. quality is up
  41. interpersonal trust is up
  42. engagement is up
  43. attendance is up
  44. collaboration is up
  45. profit is up
  46. and the daily reinforcement of corporate values and behaviours
  47. that underlie and drive strategic objectives
  48. gets stuck in a virtuous loop
  49. in other words
  50. recognition is good for business
  51. Recognition is good for them 3
  52. anyone who has represented someone in performance roundtables for promotions or bonuses knows
  53. it’s a meat market
  54. and those with the right stuff don’t always win
  55. given a limited pool of rewards
  56. and the power of marketing
  57. to give your people the best shot at the brass ring
  58. you’ve got to be slick at promoting them
  59. and this is where kudos from across the firm make a big difference
  60. recognition is not, in itself, enough
  61. but recognition can give your case enough umph that it can make the difference to anyone on the borderline
  62. In other words, powerful, detailed, & relevant recognition can make a tangible difference with career advancement
  63. If you want more on the topic of marketing your people at roundtables, check out http://www.slideshare.net/selenasol/sample-talent-review- worksheet
  64. 4 Recognition feels good
  65. There is also a utilitarian angle
  66. recognition also makes people feel good
  67. research has shown again and again that primates feel good chemically when they are thanked
  68. and when they thank others
  69. Don’t you feel good when someone thanks you?
  70. Well, that feeling is mutual
  71. Recognition is the right thing to do 5
  72. thanking someone who has accomplished something or done something for you, is just the right thing to do
  73. that is, if recognition is deserved, then it’s deserved
  74. end of story
  75. Nothing embarrassing, self serving, or corporate brainwashiness about that
  76. PART TWO How to Recognize? • Be SMART! • Use multiple media • Share!
  77. 1 Be SMART
  78. Recognition can be delivered in a number of ways
  79. Think about just saying “Thanks.”
  80. It’s free
  81. It’s easy
  82. It’s fast
  83. However, this doesn’t mean meaningless “warm fuzzies”
  84. Good recognition is SMART! (See the works by Jim Brintnall)
  85. Sincere Recognition should be a genuine expression of appreciation
  86. Meaningful Align recognition with the values, goals, & priorities that matter
  87. Adaptable No single recognition format works for everyone. Recognition should be tailored & valuable to the receiver.
  88. Relevant Recognition should be personal & specific
  89. Timely Give recognition when the memory is still fresh
  90. 2 Use multiple media
  91. consider any of these for your group… (Greatly slimmed list taken from 1001 Ways to Reward Employees by Bob Nelson)
  92. Public Acknowledgements Mentions in Townhalls or other meetings, status-reports, Wall of Fame, etc
  93. Personal Thanks Handwritten thank you note, plaque, phone call / voice mail from 1-up or 2-up (potentially to family/spouse)
  94. Silly Perks Use the boss’ office for a day, Free parking spot for a week, a skive day, gift certificate, training budget, mementos/gifts
  95. 3 Share!
  96. Whatever the case, if appropriate, share praise as widely as possible
  97. For example, if you are thanking a peer, cc their boss and other key stakeholders
  98. Each point of distribution adds value to the recognition
  99. the person you are thanking looks good
  100. and you look good
  101. PART THREE When to Recognize?
  102. If you are using the SMART paradigm, you should focus on recognizing things that are strategically Meaningful
  103. I would say, value-aligned behaviours in the workplace
  104. so the behaviours that you recognize should be specific to your strategic context
  105. but here are some examples…
  106. BEHAVIOUR REFERENCE Software Engineering http://mastersinsoftwareengineering.net/2012/15-qualities-every- software-engineer-should-have/ Intrapreneurship http://www.evancarmichael.com/Leadership/5155/34- Ways-to-Encourage-Intrapreneurship.html Being a Manager http://www.phdinmanagement.org/25-qualities-and-characteristics- of-a-good-manager.html Being a Leader http://www.examiner.com/article/the-25-most-important-leadership- behaviors Collaboration http://amansingh316.wordpress.com/2012/06/15/top-10- collaborative-behaviors/ Integrity (about half way down the page) http://www.wabccoaches.com/bcw/2008_v4_i2/print.html
  107. PART FOUR Final Note
  108. recognizing is easy to forget in the trenches of projects
  109. It’s OK. We’re all human
  110. just set yourself a KPI to recognize a colleague at least once per week
  111. that shouldn’t even be a stretch target
  112. Heck. Schedule it into Outlook to make sure you do it
  113. but please stop letting opportunities slip by
  114. SHARE THIS DECK & FOLLOW ME (please-oh-please-oh-please-oh-please) stay up to date with my future slideshare posts http://www.slideshare.net/selenasol/presentations https://twitter.com/eric_tachibana http://www.linkedin.com/pub/eric-tachibana/0/33/b53 Please note that all content & opinions expressed in this deck are my own and don’t necessarily represent the position of my current, or any previous, employers
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