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Sunday, September 23, 2007

Managers & Meaningful Recognition

Just came across this nice piece.Harvard Business Online has executive coach Marshall Goldsmith respond to the query - How Do I Provide Meaningful Recognition?
Marshall outlines the following
1. List the names of the key groups of people that impact your life -- both at work and at home (customers, co-workers, friends, family members, etc.).
2. Write down the names of the people in each group.
3. Post your list in a place you can't miss seeing regularly.
4. Twice a week - once on Wednesday, once on Friday -- review the list and ask yourself, “Did anyone on this list do something that I should recognize?”
5. If someone did, stop by to say "thank you," make a quick phone call, leave a voice mail, send an email, or jot down a note.
6. Don’t do anything that takes up too much time. This process needs to be time-efficient or you won’t stick with it.
7. If no one on the list did anything that you believe should be recognized, don’t say anything. You don’t want to be a hypocrite or a phony. No recognition is better than recognition that you don’t really mean.
8. Stick with the process. You won’t see much impact in a week – but you will see a huge difference in a year.

Many business leaders do not get the time to give feedback in time. Jack Welch once said that any decision about firing/role change of GE operational executives were never a big surprise as objective periodic feedback was a given thing as regular feedback was the norm therein. Communication – that too timely & frequent is the norm of modern organizational norm and executives jolly well do that.


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