Recognizing People. Inspiring Greatness.
IN THE PRESSClick here for press releases
Wednesday, January 4, 2012
Quite simply the answer is “No”.
You can’t give employees too much REAL Recognition – that is, meaningful acknowledgment or expressions of appreciation given in an authentic and genuine manner.
REAL Recognition™ is any thought, word or deed towards making someone feel appreciated for who they are and recognized for what they do. It’s about appreciating people and recognizing actions.
However, I do think you can give too much of the WRONG Recognition. You know the kind: the phony attempts to say “thanks”, patronizing comments, insincere gibberish, unspecific generalized expressions, belittling tone, inconsiderate gestures, and uncaring words and actions.
I can assure you there has never been a research study administered or an organizational employee engagement study conducted where the results came back and all employees unanimously said, “Will you PLEASE tell our managers to stop giving us so much recognition!!”
Never seen it. Never will.
In fact, the far opposite is more often the case
Now, as for rewards, which get misconstrued and misinterpreted as “recognition” – that’s another story.
Can you give too many rewards? Of course you can – just like you can eat too much candy. And like any living thing there is a saturation point for rewards. For rats it is 48 hits of the food pellet machine. You can figure out what your limit is later on.
When rewards are not properly understood and not administered correctly or in a meaningful way, you can certainly end up where tangible rewards has a negative impact on intrinsic motivation.
But more on that topic for another day.
Just don’t stop giving people recognition. OK?