A culture of recognition has to start at the top. ‘Thank you for doing a great job’ is perfect for recognising exceptional staff behaviour, and costs nothing to say. The recipient will feel really positive and inspired when they hear these words.
However, there is a ‘shelf life’ on ‘thank you’ and ‘great job’. Here’s why.
Situation 1. As a manager you invite Jane into your office for a one on one discussion. You say “Jane, I want to thank you for your efforts over the past month. You have done a great job. Well done,” Jane leaves your office feeling motivated and inspired that she has been recognised.
Situation 2. At a team meeting you recognise Peter like this. “I would like everyone to be aware that Peter has done a tremendous job during the past three months. He has come into work early, left late and has ensured that our project deadlines with company ABC were met. Peter, thank you.” Peter is given a round of applause and is pumped with the accolade.
Situation 3. At a company meeting you praise Natalie. You might say “Guys, I want to acknowledge Natalie. Over the past 6 months she has worked tirelessly to promote our business and sell our new product lines. As a result of her fantastic efforts, we have made an extra $1.5 million profit so I have bought myself a new Ferrari. Thank you Natalie.”
How does Natalie feel? I can guarantee it will not be positive. This is where WIIFM comes into play (What’s in it for me?).
The point is that while ‘thank you’ and ‘great job’ can play a significant part in a culture of recognition, at some point you need to share the spoils of your success by rewarding your high performing employees. These rewards should inspire your staff to continue performing at a high level, and should reflect the value of their contributions to your business.
At Brownie Points we help businesses deliver fantastic recognition programs. To learn more email us at firstname.lastname@example.org or call us on 03 9909 7411 to discuss what we can do for you.