Supervisors and Employee Recognition
“…expressions of gratitude, senior executives find, must come from immediate supervisors, who are central in determining how employees feel about the company.” The old saying suggests that people join companies, but leave managers. Indeed, the key to any engagement or employee recognition program is in the hands of front line managers. Management guru, Tom Peters, has long preached the value of this corporate position. He makes a comparison to front-leaders in the US Army, “If the regimental commander lost most of his 2nd lieutenants and 1st lieutenants and captains and majors, it would be a tragedy. If he lost his sergeants it would be a catastrophe. The Army is fully aware that success on the battlefield is dependent to an extraordinary degree on its sergeants. Does industry ‘get it’?”Harvard Business Review, "The Ordinary Heroes of the Taj"
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Gemmy’s Book
Thank You! Thank You! Thank You!! See, that wasn’t so hard…and, to think the value and merit those two little words hold for so many employees. I wholly believe in a system of management, where employees are rewarded, acknowledged, or otherwise recognized for a job well done. With that said, it is important to learn how each of your employees wants to receive recognition – what works for one, may not work for another (and may even work to the opposite end). For example, one employee may prefer to be recognized in front of his peers, while another prefers a note, avoiding this social aspect altogether. Accolades are only valuable to the extent that the employee deems them so. Engaging in this level of appreciation with your employees not only helps keep a well-crafted work culture, but will help with the retention of employees, as well. So, thank you – thank you very much!