Do you want to
recognize your staff in
meaningful ways? |
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How can you provide
recognition that staff
members will value? |
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How can you use staff
recognition to improve
retention, boost morale and
increase engagement? |
Formal staff recognition programs are not the answer. And it’s not about the money. Providing meaningful staff recognition doesn’t require managers and supervisors to spend buckets of money.
There are low-cost staff recognition tools and techniques that you can use to provide high-value recognition to your staff and co-workers.
Low-cost staff recognition are those simple, informal gestures that let your staff know you value them for who they are, and appreciate them for what they contribute and what they achieve, individually and as part of a team.
Formal staff recognition events and programs can be expensive, cumbersome and time consuming. Low-cost staff recognition is about using resources wisely—your time, your money and your effort.
Click here to find out
how to use sticky notes
when recognizing staff |
Thanks! GREAT Job! and Nelson Scott’s presentations and workshops are filled with tools and techniques that you and other leaders can use immediately to provide high-value, low-cost staff recognition.
The benefit of your providing positive feedback regularly can be demonstrated. Deserving staff members who hear positive feedback regularly feel good about where they work and what they do. Morale is high. Staff members are more engaged, more committed and more productive than those people who work in environments characterized by negative feedback or no feedback at all.
When you build a culture of recognition, you create a work environment where people want to be. Turnover rates are lower than in similar workplaces where staff recognition is scarce. |
In The Seven Habits of Effective People, Stephen Covey wrote: “Next to physical survival, the greatest need of a human being is...to be affirmed, to be validated, to be appreciated.” |
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When he developed his hierarchy of needs, Abraham Maslow theorized that once people’s need for food, clothing, shelter and security have been met, they focus on satisfying social and self-esteem needs. |
During the final episode of her show,
Oprah Winfrey told the audience that: “I've talked to nearly 30,000 people on this show, and all 30,000 had one thing in common: They all wanted validation... [E]very single person you will ever meet shares that common desire. They want to know: ‘Do you see me? Do you hear me? Does what I say mean anything to you?’ ” |
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Frequently-cited and often-replicated research by Lawrence Lindahl places “appreciation for work done” at the top of the list of what workers want from their jobs. The Gallup Organization found that turnover was lower in workplaces when staff believed that, “My supervisor, or someone at work, seems to care about me as a person” and reported that, “In the last seven days, I have received recognition or praise for doing good work.” |
People stay where they feel valued and appreciated. Higher retention rates mean that you will spend less time and money recruiting people to replace people who leave, and less time and money training new hires.
Experienced people are more productive and contribute more to your organization fulfilling its purpose and meeting its goals. Time that might be required to bring new people up to speed is saved.
And filling vacancies when they do occur will be easier due to your organization’s reputation as an environment with a culture of staff recognition. Good people will want to become part of your organization.
Purchase a copy of Thanks! GREAT Job! as a source of insight into the value of staff recognition. It contains inspiration to enhance your staff recognition efforts and at least 200 suggestions for providing high-value, low-cost staff recognition.
Do you know other managers and supervisors (also known as principals, foremen, team leaders, department heads, superintendents, bosses, owners, head nurses, etc.) who want to increase and improve how they recognize staff? Share Thanks! GREAT Job! with them (quantity discounts begin with the purchase of just five copies).
Planning a convention, conference or training event? Invite Nelson to present a keynote or breakout session or a half- or full-day workshop.
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