Download
1 / 29
290 likes | 390 Vues
You Better Recognize!. Amanda Tebay Resident Director Coordinator of Staff Selection and Training Montana State University, Bozeman The Carrot Principle by Adrian Gostick and Chester Elton.
E N D
You Better Recognize! Amanda Tebay Resident Director Coordinator of Staff Selection and Training Montana State University, Bozeman The Carrot Principle by Adrian Gostick and Chester Elton
“Too many leaders occupy themselves too much with things and don’t pay enough attention to their people.” -Bill George Words of Wisdom
Discuss the obstacles to recognition • Talk about the foundation that needs to be in place for effective recognition to happen • Types of recognition • Methods of recognition Objectives
Discussion: Discussion: What prevents us from recognizing those who work for us?
Recognition tops the list of things individuals say they want most from their supervisors. • When individuals know their strengths and potential will be praised and recognized, they are significantly more likely to maintain their performance, increase their performance, and stay in the job. Why is Recognition so important?
The frequent act of recognition bonds individual team members to you and each other. A specific, sincere compliment reaches individuals on an emotional level that no other form of business communication can. Why is Recognition so important?
A foundation needs to be set for your team to accept and react well to recognition: • Seed: Set Clear Goals • Plant: Communicate Openly • Nurture: Build Trust • Weed: Hold Everyone Accountable • Harvest: Employee engagement, employee satisfaction, and student satisfaction The Basic Four of Leadership
Leaders cannot often change job tasks, but they can help change individual’s attitudes towards their jobs by setting clear job and team goals: • S.M.A.R.T goals • Recruit 20 residents to our November belly- dancing program • We commit to providing specific and timely feedback to teammates within 3 days of an issue • Job descriptions are packed with goals • Recognize progress and success along the way Seed: Set Clear Goals
On June 6, 1954, Roger Bannister did something most people at the time thought was physically impossible: he ran a mile in less than 4 minutes (3mins, 59.4 seconds). He was celebrated with articles, interviews, etc. What do you think happened next?
Goals give individuals a vision of the possible and the desire to garner the rewards.
Make time for employees and listen intently when they express opinions or concerns • Welcome open discussion • Respond promptly to requests for information • Discuss issues facing the company and the team • Communicate by example and gesture • Speak to each individual frequently and specifically Plant: Communicate Openly
The things that keep us in our offices are nowhere near as important as communicating with our team members. Words of Wisdom
When team members believe that a manager has his/her best interests at heart, it motivates them to give their best to their work and department which creates higher overall commitment. Nurture: Build Trust
Publically own up to mistakes • Keep your word/commitments • Respect and listen to your team • Become more visible to your team • Worry about the success of your team more than your own success Nurture: Build Trust
If you build a relationship of communication and trust, employees may not even realize they are being held accountable – they just know that they don’t want to let you down. Weed: Hold Everyone Accountable
Provide specific and timely constructive feedback • Be able to provide examples of behavior • Set goals: talk through how behavior needs to be modified and by when • Be able to identify not only employee failures, but also employee successes Weed: Hold Everyone Accountable
You have now set the foundation for successful recognition… Harvest: Employee Engagement and Satisfaction
Money is not as powerful a reward as many people think. • Personalize!!!! Get to know the whole person in order to provide meaningful recognition. • Know how your team members like to be recognized. Recognition: things to consider
Celebrate team victories throughout the semester and remind everyone that you’re in this together. What are some things that YOU can celebrate with your team? Celebration Events
Frequency*: for individuals to feel valued and committed to a work place, they need to receive some form of recognition every seven days. • Might take some practice • Three pennies • Recognition Log Day-to-Day Recognition
Make it specific: non-specific praise can be disheartening. Be timely: timeliness communicates that we are paying attention and it reinforces the right behaviors. The longer you wait, the less impact it will have. Recognize individuals, not just the team. Day-to-Day Recognition
Methods: • Hand-written notes • E-cards • Do their least favorite task for a day • Highlight their performance in a staff meeting • Recognize their contributions in a hall or staff newsletter • Ask a staff member for their help with something that they’re really good at • Offer your appreciation verbally in your 1:1 supervision meetings Day-to-Day Recognition
U Rock! • U Rule! • Greet your individual team members by name every time you see them • Ask them to sit on a hiring committee • Give them talking points at a staff meeting • Put them in charge of something More Recognition ideas…
Staff Relations advisory • All-campus staff newsletter, twice each semester • All-campus staff events, twice each semester • RA Parent Newsletter • Staff Retreats • Accomplishment Review + gift card What is MSU ResLife doing?
Set and maintain your foundation • Get to know the individuals on your team • Practice, Practice, Practice • Repeat Four basic building blocks
