Motivate Your Employees with Praise for a Job Well Done

Non Profit Corporate Bylaws Template - Motivate Your Employees with Praise for a Job Well Done

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Praise for a job well done! Was the response most frequently given to me during my six-month laborer Loyalty witness in 1995. At seminars over the country, I asked attendees to tell me the one thing that would heighten their business loyalty. Present, were of all levels from entry to executive, and recognition is what American workers want most!

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Non Profit Corporate Bylaws Template

I believe most executives, owners and managers secretly yearn for employees who have an emotional possession in their company. Employees that control as if they owned the business and always looked out for the company's best interests. Unfortunately, few are willing to do what it takes to cultivate this emotional ownership. Often, I hear managers saying that loyalty is too costly. But, how much does it cost to say, "Good job" or "Thank you?" Not a cent! The cost is the employer giving of him or herself--and to some, that price is too high. I have found that a exiguous bit of recognition goes a long way.

Find creative ways to recognize your team. Don't let your creativity limit you, ask your employees what they might like. Ask colleagues what they have done. Listed below are 50 "easier" low cost recognitions offered by my argument attendees.

1. A visit from the president.
2. E-mail from the president.
3. Observation to all employees of a extra performance.
4. Letter of recognition in employee's permanent file.
5. "Highlighting Employee" section in business newsletter.
6. "Well Done" pens.
7. business coffee cup.
8. "Attaboy or Attagirl" stickers.
9. Paid time off.
10. Recognition at meeting.
11. Flowers.
12. T-shirt.
13. Lunch with the president or other executive.
14. New title.
15. Balloons.
16. Gift certificates to local restaurant, theater or video rental store.
17. Flex time.
18. extra parking space.
19. Inexpressive verbal praise.
20. Team pot luck celebration.
21. Option of work assignments.
22. Certificate of Appreciation.
23. Team congratulatory song.
24. Selecting the workplace radio hub for a week.
25. Come in late or get off early card.
26. Get the workplace recycled soda cans for a month.
27. Hand shake and "Thank you."
28. business specialty advertising items.
29. Boss for a day.
30. Care holder to spouse or children of employee.
31. Wash employee's car.
32. Food: all-day suckers, pizza, donuts or maybe something healthy.
33. "Get Out of Meeting" card.
34. Free vending machine privileges for the week.
35. Lotto tickets.
36. Gold star on desk.
37. Facial, pedicure or massage.
38. Cater breakfast at employee's desk.
39. Party at owner's or executive's home.
40. "We'll do it Your Way Today" card.
41. Software, extra keyboard, new chair, etc.
42. Observation about laborer accomplishments in local newspaper.
43. Assign supplementary responsibility.
44. Guaranteed quiet/thinking time.
45. contain laborer in decision making.
46. Decorate office for holidays.
47. Lunch or dinner at long meetings and training classes.
48. Listen to the employee.
49. Encouragement.
50. Allowed to attend a argument of their choice.

In The Art of Partnering I wrote about supervision By Partnering colse to (Mbpa). I believe Mbpa is the best potential solution to greater productivity. This applies to any person who considers them a employer or good yet, a leader. Use Ken Blanchard's model from the One exiguous Manager, find employees doing things right and give them a "one exiguous praising" on the spot. What a great way to build relationships.

When I propose partnering around, I'm plainly suggesting that you originate mini-alliances throughout your organization with employees, teams, executives, and others. As in networking, your goal in Mbpa is to get to know as many employees as possible. Next, learn their strengths, weaknesses, and their interests. This knowledge will allow you to successfully put citizen together using the "Adaptive Organization" model. It will serve you well by unleashing laborer creativity and more effectively utilizing their unique abilities.

If you will commit to Mbpa, you can add my favorite recognition agenda to all your other incentive or motivational workplace programs. Rigsbee's Recommended Recognition agenda is that of contribution negotiable corporate tender. The benefits to this recognition law are: Immediate and customized recognitions. We all want to know how we are doing. Who would not like their "reward" customized to their private preferences?

Too expensive you say--not at all! This is the best deal in town if you do it correctly. Print recognition bucks assign a value and hand them out when you catch your employees doing a great job. It's praise for a job well done. Who should hand out the certificates? It should be supervisors, managers and executives/owners.

Assigning the value is a bit tricky. You want them coveted by the employees but not so considerable that your managers are hesitant to hand them out. An Air Force major I met in Alaska assigned the value as a paid day off but for most companies it is too valuable. Managers are much less likely to hand out days off than a coffee mug.

First look at what you already have that would originate value in the lives of your employees, vender freebies, specialty advertising items and so forth. Then see what toys can barter for within your community and then post a list of "recognitions" and assign how many certificates needed for redemption. One certificate might be worth a paid hour off or a T-shirt. Two certificates might get your laborer movie tickets for two or lunch at a local haunt. Five certificates might get a business jacket of paid vacation day. Play with it, put up new postings each month of the newly acquired goodies. Be creative, always add something new to keep the agenda fresh and your employees guessing.

This agenda only works of the supervisors, managers and executives/owners will give of themselves to find employees doing things right and bonus them for a job well done. Take a risk and try it. All you have to lose is the productivity your not now currently getting. Whatever method you select for recognizing your employees, the important thing is to start now.

To passage helpful supplementary data from Ed Rigsbee at no charge, please visit www.rigsbee.com/downloadaccess.htm.

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