What Great Bosses Know About Employee Recognition

It’s not unusual for people to be raised with the philosophy to simply do your job and that will be reward enough; or people don’t deserve thanks for doing what they are supposed to do, only if they are extraordinary. Many were told that if you show up on time, work hard you’ll succeed in the workplace and move up the ranks…that a paycheck meant “I love you.”  But that’s just not the case.  In one engagement survey after another we see that the paycheck is not the driving force behind people staying on the job.

When managers have this philosophy it can certainly affect the way they deliver performance feedback…and why people can find them more negative than positive.  But the really top managers don’t do that, here’s what great bosses know about recognition that others don’t:

• Whether a manager is a self-made success or someone who doesn’t need nor expect thanks, they realize it’s not about them, it’s about what works best for others.
• They realize that today’s employee wants more appreciation and when they get it they may deliver more to others.  That can change your workplace to an entirely warmer culture. 
• Good managers know that you don't have to thank them all and thanking people doesn’t mean you’re declaring them to be perfect. 
• Great managers have discovered that after starting a habit of recognizing that it is not that daunting and that it builds a habit of something they look forward to 
• They know that just because some disgruntled employee blows off your thanks, they don't take it out on others by withholding appreciation.
• They know that thanking employees doesn't necessarily rise to the level of praising them and that by choosing their words carefully they can make certain that effort doesn’t escalate into the land of undeserved praise.
• They know that when you take note of small efforts and successes you help to improve the performance of less-than-perfect employees.
• Great managers choose their words of praise carefully so their highest performers have no doubt that they are valued. 

Everyone needs to feel valued (yes even the boss).  Recognition is so powerful because it answers that fundamental human need. Managers are in a unique position to offer -- or withhold -- such recognition, and with it the feeling of being valued.

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