Managers are the secret to successful recognition.
Employees are most responsive to their managers, listening to coaching and guidance as they grow their careers. That means managers who understand and apply the value of reward and recognition can experience higher employee engagement, improved performance management and stronger retention of top performers.
Getting managers on board with recognition as a tool comes down to how and how often you communicate to them. Here’s how to build communication that breaks through and puts “recognition” top of mind:
Have your most senior leaders talk about recognition and recognize managers in every interaction. When a manager experiences its impact and sees its priority…they’ll mirror the skill.
Recognition isn’t simply a motivational tool, it’s a powerful catalyst that helps your team reach its goals. Consistently share insights, facts and tools that help managers see that recognition is the ultimate skill for growth, performance management and results.
Teach managers ways to quickly and effectively recognize – from recognizing frequently (to reinforce what an employee is working on improving) to writing an unforgettable “Thank You” card.
An ongoing training or communications program is helpful in keeping eyes on recognition.
Give recognition weight in your organization, by measuring a manager's usage of it, and indexing it to bonuses or goals. Running short term incentive promotions at key moments throughout the year can shine a spotlight on recognition as a focus of importance.
Give your Operational Managers the ultimate tool to build teams that work – show them the value of recognition and watch your organization grow with intent.
