Dear Frnds
Appreciation & Recognition is the key 2 motivating n keepign the knowlege worker n employee satisfied in 2day's world....how many times have we been hearing this cliche 4m the HR professionals n gurus...bt how many professionals, bosses n especially people at the top in the organsiation understand n practice this? its sad that the art is still nt widely practices in organsiations ....the cost involved in recognising n appreciating people costs nothing except 4 a little energy n a few words or probably a pat on the back....then y is it that people find it so difficult 2 genuinely appreciate others?????
the benefits of recognising n appreciating employees r manifold (though many of them cannot b captured in terms of numbers. bt if u'r sensitive n a gud observer-teh enhanced energy, the body language n the smile on hte face of the receipent of the recognition is more than enuff 4 u 2 gauge the wonders done by u'r simple act of recognising or appreciating him/her)... on the other side the shirtfalls of nt recognising employees r manifold....low employee morale, lower motivation, insecurity, dissatisfaction, stress etc etc r common parameters which sud act as a warnign bell 4 organsiations n Hr professionals...wen u cum across such situations---just ask urself r u/ur organisation adequately recognising n appreciatng its human asset????? wat needs 2 b done next if ur answer is NO is sumthin m sure we all r aware of ...sharing with u n article which talks abt how things can go wrong if the company fails 2 positively recognise n appreciate its employees...awaiting ur comments
Regards
Swati
Slap in the Face Recognition
by Justin Tyme
William came back from vacation. He walked into the office and was told that there was an envelope and a silver colored cardboard box on the safe for him. He opened the envelope. It was a form letter congratulating him on thirty years of service. In the box was an award pin in honor of his thirty years. William’s supervisor just dropped everything off on his way through town, while William was on vacation. No personal effort was ever made to thank William for his dedication. No handshake. No phone call. Not even an email.
William took the envelope and box and threw them in the trunk of his car where they remain. I asked him why he didn’t take them out. He responded, “I don’t even want to touch them. They make me feel dirty.” William is not a problem employee. He knows his job and has never been counseled. Each day he comes to work and does his job without supervision. His supervisor works in an office over one hundred miles away. Most companies would be thrilled to have employees that take no supervision. Many companies recognize that motivated employees are an important part of the work team. Some companies show care and concern for their employees. Some have too many cracks that let recognition opportunities slip through.
The company William works for is not a small company. It’s a national company. You would recognize the name. Recognition can be one of the easiest things to accomplish. It lets people know that their work is appreciated. Lack of appreciation is a slap in the face.
William says, “Just when I think I can’t think any less of the company and management, they come up with something new and my opinion is lowered again.” William didn’t have long to wait – just a couple of months.
On a Wednesday, William reported to work and was told to call about a large luncheon in a nearby city to honor all employees with thirty years of service. The president of the company was even flying in to speak and honor those dedicated employees. People were coming from hundreds and thousands of miles away. Nice. Right? The event obviously took planning and coordination. William was told on Wednesday afternoon. The big deal special luncheon was on Friday, less than two days notice. Somehow, William was overlooked . . . again.
William tried to act like the events didn’t bother him and that he wouldn’t have gone even with more notice. In reality, he was depressed. “In my mind I saw the silver package in my trunk and just kept thinking about wasting thirty years of my life,” he confessed.
There is no happy ending to this story. As a matter of fact it got worse. Adding insult to injury, later that day William didn’t collect enough from a sale and finished up with a shortage at the till . . . which he had to pay.
In a USA Today article, A snub really does feel like a kick in the gut, writer Maggie Fox says, “The feeling is familiar to anyone who has been passed over in picking teams or snubbed at a party – a sickening, almost painful feeling in the stomach.” Maggie was writing about social distress. A study has been done with functional magnetic imaging that proves that the brain reacts to rejection and snubbing in the same way it reacts to physical pain. The study was published in the October 2003 issue of Science.
“A social snub and a big-toe stub can generate a similar response in the brain, suggesting emotional and physical pain are more closely related than was previously thought.”
-- Anna Salleh ABC Science Online
While no one in today’s business world condones physical violence, it’s amazing what stress and pain can be inflicted by managers who are ill-equipped, ill-advised and ill-prepared to deal with social interactions and situations in the workplace. William should have been recognized for his thirty years of service. He wasn’t. He should have received positive reinforcement for his dedicated work. He didn’t. A few kind words could have soothed hurt feelings. Kind words never came. Recognition motivates. Thoughtlessness produces just the opposite affect.
From India, Chennai
1Appreciation & Recognition is the key 2 motivating n keepign the knowlege worker n employee satisfied in 2day's world....how many times have we been hearing this cliche 4m the HR professionals n gurus...bt how many professionals, bosses n especially people at the top in the organsiation understand n practice this? its sad that the art is still nt widely practices in organsiations ....the cost involved in recognising n appreciating people costs nothing except 4 a little energy n a few words or probably a pat on the back....then y is it that people find it so difficult 2 genuinely appreciate others?????
the benefits of recognising n appreciating employees r manifold (though many of them cannot b captured in terms of numbers. bt if u'r sensitive n a gud observer-teh enhanced energy, the body language n the smile on hte face of the receipent of the recognition is more than enuff 4 u 2 gauge the wonders done by u'r simple act of recognising or appreciating him/her)... on the other side the shirtfalls of nt recognising employees r manifold....low employee morale, lower motivation, insecurity, dissatisfaction, stress etc etc r common parameters which sud act as a warnign bell 4 organsiations n Hr professionals...wen u cum across such situations---just ask urself r u/ur organisation adequately recognising n appreciatng its human asset????? wat needs 2 b done next if ur answer is NO is sumthin m sure we all r aware of ...sharing with u n article which talks abt how things can go wrong if the company fails 2 positively recognise n appreciate its employees...awaiting ur comments
Regards
Swati
Slap in the Face Recognition
by Justin Tyme
William came back from vacation. He walked into the office and was told that there was an envelope and a silver colored cardboard box on the safe for him. He opened the envelope. It was a form letter congratulating him on thirty years of service. In the box was an award pin in honor of his thirty years. William’s supervisor just dropped everything off on his way through town, while William was on vacation. No personal effort was ever made to thank William for his dedication. No handshake. No phone call. Not even an email.
William took the envelope and box and threw them in the trunk of his car where they remain. I asked him why he didn’t take them out. He responded, “I don’t even want to touch them. They make me feel dirty.” William is not a problem employee. He knows his job and has never been counseled. Each day he comes to work and does his job without supervision. His supervisor works in an office over one hundred miles away. Most companies would be thrilled to have employees that take no supervision. Many companies recognize that motivated employees are an important part of the work team. Some companies show care and concern for their employees. Some have too many cracks that let recognition opportunities slip through.
The company William works for is not a small company. It’s a national company. You would recognize the name. Recognition can be one of the easiest things to accomplish. It lets people know that their work is appreciated. Lack of appreciation is a slap in the face.
William says, “Just when I think I can’t think any less of the company and management, they come up with something new and my opinion is lowered again.” William didn’t have long to wait – just a couple of months.
On a Wednesday, William reported to work and was told to call about a large luncheon in a nearby city to honor all employees with thirty years of service. The president of the company was even flying in to speak and honor those dedicated employees. People were coming from hundreds and thousands of miles away. Nice. Right? The event obviously took planning and coordination. William was told on Wednesday afternoon. The big deal special luncheon was on Friday, less than two days notice. Somehow, William was overlooked . . . again.
William tried to act like the events didn’t bother him and that he wouldn’t have gone even with more notice. In reality, he was depressed. “In my mind I saw the silver package in my trunk and just kept thinking about wasting thirty years of my life,” he confessed.
There is no happy ending to this story. As a matter of fact it got worse. Adding insult to injury, later that day William didn’t collect enough from a sale and finished up with a shortage at the till . . . which he had to pay.
In a USA Today article, A snub really does feel like a kick in the gut, writer Maggie Fox says, “The feeling is familiar to anyone who has been passed over in picking teams or snubbed at a party – a sickening, almost painful feeling in the stomach.” Maggie was writing about social distress. A study has been done with functional magnetic imaging that proves that the brain reacts to rejection and snubbing in the same way it reacts to physical pain. The study was published in the October 2003 issue of Science.
“A social snub and a big-toe stub can generate a similar response in the brain, suggesting emotional and physical pain are more closely related than was previously thought.”
-- Anna Salleh ABC Science Online
While no one in today’s business world condones physical violence, it’s amazing what stress and pain can be inflicted by managers who are ill-equipped, ill-advised and ill-prepared to deal with social interactions and situations in the workplace. William should have been recognized for his thirty years of service. He wasn’t. He should have received positive reinforcement for his dedicated work. He didn’t. A few kind words could have soothed hurt feelings. Kind words never came. Recognition motivates. Thoughtlessness produces just the opposite affect.
From India, Chennai
RECOGNITION AND APPRECIATION.
For some people, it is natural to offer appreciation and recognition.
For most , it is very difficult conduct.
Either,
-they lack management training
-they lack people management skills
-their personallity
-their traits
etc
BUT THESE ARE TRAINABLE SKILLS AND GOOD PRACTICE
MAKES THE MANAGER PERFECT.
IN INDIAN MANAGEMENT SCENE, IT IS VERY RARE FOR
MANAGERS TO APPRECIATE / RECOGNIZE STAFF PERFORMANCE.
THE GENERAL FEELING IS THE STAFF ARE BEING PAID TO DO
A JOB AND HENCE THERE IS NO NEED FOR THESE FANCY
THINGS.
MY SUGGESTION , ALL MANAGERS INCLUDING MBAs,
should be put through a "PEOPLE MANAGEMENT SKILLS"
PROGRAM.
THERE IS A GREAT DEMAND FOR SUCH PROGRAMS.
REGARDS
LEO LINGHAM
From India, Mumbai
For some people, it is natural to offer appreciation and recognition.
For most , it is very difficult conduct.
Either,
-they lack management training
-they lack people management skills
-their personallity
-their traits
etc
BUT THESE ARE TRAINABLE SKILLS AND GOOD PRACTICE
MAKES THE MANAGER PERFECT.
IN INDIAN MANAGEMENT SCENE, IT IS VERY RARE FOR
MANAGERS TO APPRECIATE / RECOGNIZE STAFF PERFORMANCE.
THE GENERAL FEELING IS THE STAFF ARE BEING PAID TO DO
A JOB AND HENCE THERE IS NO NEED FOR THESE FANCY
THINGS.
MY SUGGESTION , ALL MANAGERS INCLUDING MBAs,
should be put through a "PEOPLE MANAGEMENT SKILLS"
PROGRAM.
THERE IS A GREAT DEMAND FOR SUCH PROGRAMS.
REGARDS
LEO LINGHAM
From India, Mumbai
Hi Swati,
What you said is very true for all corporates..one is indeed lucky if the top management really believes in this credo…
Do u know why it is difficult?…because we Indians tradationally are not taught to show appreciation and take things for granted!!..hey come to think of it .. are we polite or say sorry if we bump someone by mistake…well do we Indians in most cases show appreciation or pat on the back in their own families?…..
What needs to done?…in this kind of situation..HR has to take proactive role in terms of :-
Sensitising the TOP management on this issue
Initiate programs like Catch the employees doing Rights Things…
Ensure the recruitment of middle & top management – these competencies of empathy & appreciation of employees are displayed and cross checked through discrete reference checks..
Cheerio
Rajat
From India, Pune
What you said is very true for all corporates..one is indeed lucky if the top management really believes in this credo…
Do u know why it is difficult?…because we Indians tradationally are not taught to show appreciation and take things for granted!!..hey come to think of it .. are we polite or say sorry if we bump someone by mistake…well do we Indians in most cases show appreciation or pat on the back in their own families?…..
What needs to done?…in this kind of situation..HR has to take proactive role in terms of :-
Sensitising the TOP management on this issue
Initiate programs like Catch the employees doing Rights Things…
Ensure the recruitment of middle & top management – these competencies of empathy & appreciation of employees are displayed and cross checked through discrete reference checks..
Cheerio
Rajat
From India, Pune
Hi Rajat
Ya its kind of true that we indians tend 2 take things 4 granted. look at hte contrast-american kids thank their mom every time they have their breakfast n meals n we think its her responsibility.....i know this statement is n exaggeration bt the core is very well conveyed...that indians have major xpectations n at times these xpectatiosn make them fail 2 acknowledge some appreciable deed done by others-b it frnd, family or colleagues....everything the otehr person does is termed as-ye to uska farz that n its just part of hsi duty! god knows y a simple word like well done or a simple pat on teh back or even a smile acknowledging someone is so difficult 2 mange 4 indians...
true teh top management needs 2 b sensitised else organisations r there 2 lose their most critical assets who though outwardly appear materialistic n stony r actually caraving 4 simple recognition n appreciation 2 keep the fire in their bellies burnign!
Regards
Swati
From India, Chennai
Ya its kind of true that we indians tend 2 take things 4 granted. look at hte contrast-american kids thank their mom every time they have their breakfast n meals n we think its her responsibility.....i know this statement is n exaggeration bt the core is very well conveyed...that indians have major xpectations n at times these xpectatiosn make them fail 2 acknowledge some appreciable deed done by others-b it frnd, family or colleagues....everything the otehr person does is termed as-ye to uska farz that n its just part of hsi duty! god knows y a simple word like well done or a simple pat on teh back or even a smile acknowledging someone is so difficult 2 mange 4 indians...
true teh top management needs 2 b sensitised else organisations r there 2 lose their most critical assets who though outwardly appear materialistic n stony r actually caraving 4 simple recognition n appreciation 2 keep the fire in their bellies burnign!
Regards
Swati
From India, Chennai
APPRECIATING THE EMPLOYEES.
FOR THE BENEFIT OF HR MANAGERS.
I WOULD SUGGEST TO GRAB A COPY OF
" ONE MINUTE MANAGER " BY MR. BLANCHARD [ VIDEO OR BOOKS]
AND RUN A HALF DAY WORKSHOP FOR LINE MANAGER.
IT IS VERY LIGHT MATERIAL BUT VERY EFFECTIVE IN
DELIVERING MESSAGE.
REGARDS
LEO LINGHAM
From India, Mumbai
FOR THE BENEFIT OF HR MANAGERS.
I WOULD SUGGEST TO GRAB A COPY OF
" ONE MINUTE MANAGER " BY MR. BLANCHARD [ VIDEO OR BOOKS]
AND RUN A HALF DAY WORKSHOP FOR LINE MANAGER.
IT IS VERY LIGHT MATERIAL BUT VERY EFFECTIVE IN
DELIVERING MESSAGE.
REGARDS
LEO LINGHAM
From India, Mumbai
HI SWATI
U R VER Y RIGHT, we rn't habituated to giving pat on back specially something extraordinary was achieved. I have an exp of seeing people just giving mail on their team achievement and yet dont even talk/a simple word of appreciation hard to believe but TRUE! as someone pointed out we do need to nurutre the culture of CELEBRATING & i mean public (or team victories!) victories rather!! any way, it is for hr guys like us to set in a healthy culture of recognising though in a small way to begin with
nagesh
From India, Nellore
U R VER Y RIGHT, we rn't habituated to giving pat on back specially something extraordinary was achieved. I have an exp of seeing people just giving mail on their team achievement and yet dont even talk/a simple word of appreciation hard to believe but TRUE! as someone pointed out we do need to nurutre the culture of CELEBRATING & i mean public (or team victories!) victories rather!! any way, it is for hr guys like us to set in a healthy culture of recognising though in a small way to begin with
nagesh
From India, Nellore
Hi Swati,
Thanks for sharing that article. I completely agree on the fact that people these days lack basic sense to acknowledge forget recognise and appreciate. The day will not be very far.....when we'll have to include "Appreciation Training" as part of Orientation or a MDP!! What a way to welcome the manager :?: :!:
Thanks for sharing that article. I completely agree on the fact that people these days lack basic sense to acknowledge forget recognise and appreciate. The day will not be very far.....when we'll have to include "Appreciation Training" as part of Orientation or a MDP!! What a way to welcome the manager :?: :!:
Hi Archana
True-if managers dnt understand the importance n relevance of recognition n appreciation, days rnt far when we wud have 2 give a special trng on Art of Appreciation 2 all....
But m nt waiting 4 such extreme case 2 happen. Have already started taking sessions on the same as part of an internal 3 day leadership development program.;
Regards
Swati
From India, Chennai
True-if managers dnt understand the importance n relevance of recognition n appreciation, days rnt far when we wud have 2 give a special trng on Art of Appreciation 2 all....
But m nt waiting 4 such extreme case 2 happen. Have already started taking sessions on the same as part of an internal 3 day leadership development program.;
Regards
Swati
From India, Chennai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Job Work-outwork employees.docx