Consider your culture; is it a “feedback CULTURE?
Recognition and appreciation are not “once and done” events. To build a recognition and feedback culture in your organization, you need to do it regularly and often. And not only you. If you have a recognition culture in your organization, people at all levels of the organization regularly thank and appreciate others for notable deeds.
And the difference between culture and procedure is huge. It is a procedure to have a performance bonus program; it is a culture to have people regularly high fiving each other, sending emails, and appreciating people publicly in meetings over even the smallest accomplishments.
Most people in business or volunteer organizations agree that they would benefit from a feedback and recognition culture. Recognition is one of the easiest, least expensive ways to motivate and energize volunteers and employees. Actually, it is mostly free! Why then, can so few boast this attribute?
- It might be because showing recognition is an “important but not urgent” action—the crises of the day can get in the way of someone taking a moment to appreciate an accomplishment.
- It might be because the people in charge believe that their employees are well paid, and that is all the motivation they need.
- It might be just because they forget…
I like to challenge my executive coaching clients to make positive feedback and recognition a habit. The more you do it, the more comfortable you will feel doing it. And the more recognition you infuse into the organization, the more positive motivation and energy you can generate within the organization. It ultimately circles back, and can actually energize YOU!
