One Reason Your Employees Are Rolling Their Eyes

Book Karin & David Today One Reason Your Employees are Rolling Their Eyes Have you ever had a supervisor who congratulated you for doing one thing that you knew wasn’t praiseworthy, or worse, one thing you knew actually made issues worse in the long term? Or have you seen a peer recognized for their “great work” only to find your self secretly muttering “If they only knew?” I see this happen on a regular basis. Managers encourage the wrong habits, for the wrong causes…setting off a ripple effect of nicely-that means frustration. “Seriously!? He got the award, after we saved his butt for that dumb mistake?” “If you really liked what I did, do you understand I needed to break three stupid polices to get there? The subsequent time I do this when your boss doesn’t have a customer respiratory down their neck, I’m more likely to get written up for non-compliance.” If you want people to select up the love you’re placing down, ensure you’re rewarding the MIT (Most Important Thing). Truly encouraging encouragement is: The first key to re al encouragement is have a real understanding of which behaviors are driving your long-time period results. For example, what behaviors lead to long-time period customer retention? What management behaviors construct employee loyalty and engagement? Sure it’s simpler to focus only on brief-term outcomes. But recognizing and rewarding short-time period results will encourage win-at-all costs techniques that create long-term havoc. Your encouragement sends an important message to the worker you’re encouraging and everyone around them. Be certain you’re celebrating what matters most. You’ve taken the time to establish your staff’s relevant behaviorsâ€" your Winning Well MIT (Most Important Thing). Be positive you’re linking your recognition back to behaviors not simply outcomes. Describe what actually happened and why it is necessary. Ineffective: “Hey, Bob, Great work.” Effective: “Hey, Bob, I really recognize the additional hours you set in on that project final wee k to take a deep dive into the shopper’s account and uncover the root cause of the problem. The buyer was delighted and renewed with us for an additional three years.” If you'll be able to’t describe the actual behaviors, you’re not prepared to offer encouragement because you don’t know what individuals did they usually gained’t know how to do it once more. When you're taking the time to get particular, folks know you understand their work, and also you reinforce optimistic contributions. Effective leaders know that people are completely different. They want encouragement in several areas, and they obtain encouragement in different ways. Some individuals hate the spotlight, and would quite not be acknowledged at all than to be known as on the stage and be given a plaque. Others shall be aggravated when you didn’t take time to understand WHY their breakthrough formula labored on that spreadsheet. Be positive you’re providing encouragement in a means that will be most impactful to your employees. Recognition can backfire when folks don’t really feel “obtained.” To make recognition extra significant: customise it, personalize it, make it timely, encourage strengths, align it, and involve the staff (for extra detail and particular ideas see Winning Well chapter 20). Karin Hurt, Founder of Let’s Grow Leaders, helps leaders around the globe obtain breakthrough results, with out shedding their soul. A former Verizon Wireless executive, she has over two decades of experience in gross sales, customer support, and HR. She was named on Inc's record of a hundred Great Leadership Speakers and American Management Association's 50 Leaders to Watch. She’s the author of several books: Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates (Harper Collins Summer 2020), Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak. Post navigati on Your email address will not be published. Required fields are marked * Comment Name * Email * Website This web site uses Akismet to scale back spam. Learn how your comment data is processed. Join the Let's Grow Leaders neighborhood at no cost weekly management insights, tools, and techniques you can use immediately!