{"id":1429,"date":"2018-06-03T07:30:25","date_gmt":"2018-06-03T05:30:25","guid":{"rendered":"https:\/\/www.hpbbnieuws.nl\/?p=1429"},"modified":"2018-05-18T20:30:44","modified_gmt":"2018-05-18T18:30:44","slug":"employee-recognition-4-missers-en-hoe-die-te-voorkomen","status":"publish","type":"post","link":"https:\/\/www.hpbbnieuws.nl\/?p=1429","title":{"rendered":"Employee Recognition: 4 missers en hoe die te voorkomen"},"content":{"rendered":"
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Randy Pennington<\/em> op Hufftingtonpost.com. Uit je waardering voor medewerkers vaak \u00e9n op een goede manier. Vier vaak gemaakte missers en hoe die te voorkomen.
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Getting Recognition Wrong<\/h2>\n

Think back on your career. Have you ever received too much recognition for the good work you have done? Have you provided too much recognition for the good work of others? The answer to both questions is probably \u201cNO.\u201d Experience tells us that providing too much recognition isn\u2019t an issue for most leaders.<\/p>\n

The statistics support that conclusion. While 81 percent <\/a>of companies reported having a formal recognition program, 82 percent <\/a>of employees don\u2019t think they\u2019re recognized for their work as often as they deserve.Obviously, many leaders are getting it wrong. Here are four ways that might be happening.<\/p>\n

Problem 1: Confusing a positive environment with recognition<\/strong>.<\/p>\n

During a 360-degree feedback assessment, my administrative assistant indicated that I did not provide adequate recognition. I was shocked. Hadn\u2019t she noticed the \u201cThank You\u201d on every piece of work she produced? Didn\u2019t she remember the encouragement on her personal growth and development plans? Didn\u2019t she appreciate the flexibility she had with her time? Of course she did, and she was grateful to work in a positive environment. But that wasn\u2019t recognition. Recognition would have been letting her know that she did a great job on a difficult project or even better, providing something of value to her in response to that performance.<\/p>\n

Here is the news: <\/em>Your employees want to work in a positive environment. That, however, isn\u2019t the same as providing recognition. Your employees know it and want you to do the same.<\/p>\n

Problem 2: Confusing fun and games at an off-site with recognition.<\/strong><\/p>\n

Off-site meetings can be very beneficial to your group\u2019s success. And most \u2013 or at least some \u2013 of your team really enjoys playing those team building games. Who wouldn\u2019t salivate over the opportunity to fire a paint ball gun at the person who consistently microwaves salmon and brings it to the desk to eat? From your staff\u2019s point of view, off-site meetings can also be a pain. They involve arranging child care, pet care, or elder care. They cause stress from wondering how I\u2019ll compete in the latest version of the corporate Olympics or get along with an assigned roommate who probably snores.
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\nHere is the news:<\/em> Off-site meetings can be recognition if it is a reward that is earned and treated as such. The standard off-site working meeting is just that \u2026 work regardless of the games you play.<\/p>\n

Problem 3: Confusing reward and recognition.<\/strong><\/p>\n

The old saying goes, \u201cBehavior that is rewarded is repeated.\u201d No wait. Its behavior that is recognized is repeated. Both are correct, and it contributes to the problem.We devalue the impact of recognition when we believe that tangible rewards are the only things that work. That might be true for some people. But, how many more coffee mugs, belt buckles, certificates, or coolers with the company logo on them do you need?<\/p>\n

Here is the news:<\/em> Recognition doesn\u2019t have to cost a lot of money. Rewards are nice, but sincere, specific, and individual recognition from a respected leader can be much more meaningful.
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\nProblem 4: Failing to tie recognition to performance that delivers results.<\/strong><\/p>\n

This one can actually kill your company rather than merely hurt it.There is a persistent perception that the Millennial generation requires a continuous stream of recognition to keep them engaged. It\u2019s true that there are those who have been told that they are great since birth. Characterizing an entire generation by the actions of the minority is a mistake, however. An even bigger blunder is assuming that you must provide recognition for the sake of recognition.<\/p>\n

Here is the news: <\/em>Your organization can\u2019t compete if people are recognized for mediocre performance. Consider starting a \u201cmeaningless recognition withdrawal program\u201d if you have adopted the philosophy that all recognition is good recognition.<\/p>\n

Be actively involved in coaching and mentoring your team about the importance of producing real results. Recognize often, but be relentless about encouraging performance and behavior that contribute to your on-going success. It will take considerably more of your time. Get used to it and embrace it. It is a mistake you can\u2019t afford to make.<\/p>\n

Bron<\/a><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Randy Pennington op Hufftingtonpost.com. Uit je waardering voor medewerkers vaak \u00e9n op een goede manier. Vier vaak gemaakte missers en hoe die te voorkomen. Getting Recognition Wrong Think back on your career. Have you ever […]<\/a><\/p>\n<\/div>","protected":false},"author":3262,"featured_media":431,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[131],"class_list":["post-1429","post","type-post","status-publish","format-standard","has-post-thumbnail","category-organisatie","tag-recognition"],"_links":{"self":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/1429","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/users\/3262"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1429"}],"version-history":[{"count":1,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/1429\/revisions"}],"predecessor-version":[{"id":1430,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/1429\/revisions\/1430"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/media\/431"}],"wp:attachment":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1429"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1429"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1429"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}