the Elements of Great Managing: 4 - Recognition and Praise
[Part 4 of a 12 part series exploring the concepts in 12: The Elements of Great Managing
The fourth element of great managing is providing regular and specific recognition and praise. Gallup measures how strongly employees agree with the statement, "In the last seven days I have received recognition or praise for doing good work."
Note the seven day restriction. Gallup has found that this qualifier is required to sort out high performing groups from also rans. While it sounds like a tough measure, the truth is that the best managers are always finding things to praise.
And it makes a difference. Gallup's data show that positive answers to this element correlate with at least ten percent higher productivity and revenue, and with 50 percent lower employee turnover. Praise outnumbers blame by a ratio of 5.6 to 1 in high performing teams, and by a ratio of five to one in good marriages. Praise and recognition works!
Should you doubt, the authors provide several examples. My favorite is the story of Elzbeita Gorska-Kolodziejczyk, who runs the warehouse at International Paper's paper mill in Kwidzyn, Poland. International Paper bought control of this mill in the early nineties, and it has a stellar reputation within the company.
Ironically, one of the best examples of this element in my personal life is George Veal. George also runs a paper mill warehouse, this one in St. Francisville, Louisiana. George took over a mess, and has created one of the neatest, cleanest and happiest warehouses I've seen. Part of that is his instinctive ability to spot and recognize success.
The giver of praise wins, too. The authors report on a study that showed giving careful praise increased happiness and decreased depression of the givers.
And praise is almost zero cost. You don't have to buy anything, and verbal praise actually works better than financial incentives anyway. All you have to do is notice and recognize good stuff.
So why do less than one-third of us feel frequently recognized?
For one thing, scientists have confirmed that we are hard-wired to notice bad things (called the Negativity Bias). For whatever reason, it is much easier to notice things gone wrong than to notice things gone right.
Another thing holding us back is that many of us feel we don't know how to give praise. Some managers like to say they just aren't very good at giving praise. Not acceptable! As the authors point out, "Would the same leaders also dismiss themselves from financial results by saying, 'I'm not very good with math'?" Of course not. We would never accept such a disclaimer from one of our managers, and we shouldn't accept it when it comes to praise and recognition. We need to require folks to learn how to do it.
And it isn't that hard. I have provided a nice little framework to get you started. Have a look at my post on giving feedback. Use your monthly coaching sessions to understand how each individual likes to be praised, but remember not to confine recognition to just those sessions. People need praise at least once every week.
Be sure to make your praise and recognition fit the needs of the recipient. You need to know your team. Some will prefer public recognition, others want it in private. And you need to praise them for doing things they value, for using their strengths. If someone praises me for being careful and cautious, for example, it doesn't feel like praise. However, if someone praises me for making a great presentation, or bringing focus to a chaotic situation, I'm all smiles. Each of us needs recognition of our own unique skills and results.
Figure out how to notice and recognize what your folks are doing well and build recognition into your daily routine. It will pay off quickly for you.
For more information:
- "Do financial incentives work?" presents the science behind my assertion that verbal praise works better than incentives.
- Smiles are a form of positive recognition. "How smiling works - two views" presents the science of smiling and the intuitive benefits of smiling.
- "Gratitude: Is That A Stone On The Hill?" is Jim Clemmer's story (via Michael McKinney) that illustrates the crushing power of negative feedback.
- "Focus on...Strengths and Success" collects the thoughts of four authors on the power of a positive focus.
- Read more posts like this in my "Leadership Development" category.
