Most of the times, when I discuss with employees the issue of Recognition, I get typical answers – “Yeah, we have a “star of the year” award” or even better “annual Chairman’s award.” I have never some across a situation where the first instant response points towards recognition flowing from the manager. That makes me question the overall efficacy of the way managers recognize their people and energize them further.
So, people…head over straight to the Incentive Intelligence blog to get started with some basics of individual recognition. The post encourages you to use the SAIL method of recognition:
- Situation: the problem or opportunity
- Action: what was done in specific terms
- Impact: the result of the action
- Link: to department/organizational goals and objectives
Start relying less and less on the “annual” or “quarterly” recognition schemes. And recognize and engage your people by treating them as people, by individualizing.