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SAYING
WHY, HOW, & WHEN
THANK YOU AT WORK
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PART ONEThe Preamble
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When it comes to corporate recognition programs…
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There are 3 types of employees in the wild
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10% of you love corporate recognition, and recognize
often
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80% are cool with the idea and recognize occasionally
(when you have a moment between fire drills)
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10% of you think that it is a bunch of sappy, Dilbert-
office cr@p
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Without wanting to bore the 90%...
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I want to quickly address the 10% of you who personally,
sometimes secretly, hate office recognition
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If you’re in that group
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If you’re really sceptical about all this
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appreciate that while you may not personally be
motivated by, or comfortable with, giving and receiving
recognition….
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It works for others around you
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It’s scientifically proven
(see Robert Cialdani’s book Influence)
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whether recognition works for you, is not the point
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the point is that recognition is a tool
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that you use to manage types of people other than
yourself
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up, down, and across
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so to be effective
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at managing many types of people
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you need to learn how to use the tool effectively
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so get on the bandwagon already and stop sniping
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PART TWOWhy Recognition?
• It’s good for you• It’s good for business• It’s good for them• It feels good• It’s the right thing to do
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Recognizing others is good for you1
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Your mother was right all along
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It’s just polite to say thanks
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And as our pal Machievelli teaches us…
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being polite is a great way to grease social wheels
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Build relationship capital, guan-xi, personal brands, or
fund reciprocity pools
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call it what you will
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but recognizing your colleagues just makes everything run more
smoothly
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From office politics, to project timeline
management, to motivating line staff, to just simply getting what you want
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giving recognition is good for you
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Recognition is good for business2
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As shown in industry study after industry study
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in firms where recognition is rampant…
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retention is up
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recruiting image is up
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productivity is up
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quality is up
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interpersonal trust is up
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engagement is up
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attendance is up
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collaboration is up
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profit is up
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and the daily reinforcement of corporate values and
behaviours
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that underlie and drive strategic objectives
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gets stuck in a virtuous loop
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in other words
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recognition is good for business
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Recognition is good for them3
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anyone who has represented someone in performance
roundtables for promotions or bonuses knows
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it’s a meat market
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and those with the right stuff don’t always win
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given a limited pool of rewards
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and the power of marketing
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to give your people the best shot at the brass ring
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you’ve got to be slick at promoting them
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and this is where kudos from across the firm make a big
difference
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recognition is not, in itself, enough
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but recognition can give your case enough umph that it can make the difference to
anyone on the borderline
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In other words, powerful, detailed, & relevant
recognition can make a tangible difference with
career advancement
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If you want more on the topic of marketing your
people at roundtables, check out
http://www.slideshare.net/selenasol/sample-talent-review-worksheet
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Recognition feels good4
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There is also a utilitarian angle
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recognition also makes people feel good
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research has shown again and again that primates feel good chemically when they
are thanked
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and when they thank others
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Don’t you feel good when someone thanks you?
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Well, that feeling is mutual
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Recognition is the right thing to do
5
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thanking someone who has accomplished something or done something for you, is
just the right thing to do
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that is, if recognition is deserved, then it’s deserved
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end of story
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Nothing embarrassing, self serving, or corporate
brainwashiness about that
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PART TWOHow to Recognize?
• Be SMART!• Use multiple media• Share!
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1 Be SMART
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Recognition can be delivered in a number of
ways
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Think about just saying “Thanks.”
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It’s free
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It’s easy
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It’s fast
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However, this doesn’t mean meaningless
“warm fuzzies”
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Good recognition is SMART!
(See the works by Jim Brintnall)
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SincereRecognition should be a genuine expression of
appreciation
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MeaningfulAlign recognition with the
values, goals, & priorities that matter
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AdaptableNo single recognition format
works for everyone.Recognition should be tailored
& valuable to the receiver.
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RelevantRecognition should be personal
& specific
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TimelyGive recognition when the
memory is still fresh
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2 Use multiple media
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consider any of these for your group…
(Greatly slimmed list taken from 1001 Ways to Reward Employees by Bob Nelson)
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Public Acknowledgements
Mentions in Townhalls or other meetings, status-reports, Wall
of Fame, etc
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Personal Thanks
Handwritten thank you note, plaque, phone call / voice mail from 1-up or 2-up (potentially
to family/spouse)
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Silly Perks
Use the boss’ office for a day, Free parking spot for a week, a
skive day, gift certificate, training budget, mementos/gifts
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3 Share!
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Whatever the case, if appropriate, share praise
as widely as possible
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For example, if you are thanking a peer, cc their
boss and other key stakeholders
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Each point of distribution adds value to the
recognition
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the person you are thanking looks good
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and you look good
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PART THREEWhen to Recognize?
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If you are using the SMART paradigm, you should focus on recognizing things that
are strategically Meaningful
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I would say, value-aligned behaviours in the workplace
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so the behaviours that you recognize should be specific
to your strategic context
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but here are some examples…
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BEHAVIOUR REFERENCE
Software Engineering http://mastersinsoftwareengineering.net/2012/15-qualities-every-software-engineer-should-have/
Intrapreneurship http://www.evancarmichael.com/Leadership/5155/34-Ways-to-Encourage-Intrapreneurship.html
Being a Manager http://www.phdinmanagement.org/25-qualities-and-characteristics-of-a-good-manager.html
Being a Leader http://www.examiner.com/article/the-25-most-important-leadership-behaviors
Collaboration http://amansingh316.wordpress.com/2012/06/15/top-10-collaborative-behaviors/
Integrity (about half way down the page)
http://www.wabccoaches.com/bcw/2008_v4_i2/print.html
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PART FOURFinal Note
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recognizing is easy to forget in the trenches of projects
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It’s OK. We’re all human
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just set yourself a KPI to recognize a colleague at
least once per week
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that shouldn’t even be a stretch target
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Heck. Schedule it into Outlook to make sure you do
it
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but please stop letting opportunities slip by
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