STEP-BY-STEP PROCEDURE

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Step 1: Introduce the subject of employee recognition:

“Think of the last time you worked for someone or were part of a team

when you believe you were very motivated. How did you feel? What kind

of results did you achieve? How did the manager or team leader treat

you?”

Ask participants if they know what motivates people to work. Tell

them that this is the focus of the next exercise.

Divide the group into pairs and ask each pair to arrange their chairs

so they are facing one another. Distribute Handout 49.1, Role Play Cards.

Ask one person to play the role of leader and the second to play the role

of employee. They should act out role plays #1 and #2.

Role Play #1: Ask the “manager” to read the card and then start the

role play.

Manager: Tell your employee that you received the final report on his

team’s project. Say thanks, but go on to criticize how long he took. Point

out various spelling errors in the report, tell him how you really wanted

the formatting done, and so on.

Role Play #2: Ask the “manager” to read the card and then start the

role play.

Manager: Tell your employee that you received the final report on the team

project. Thank him or her and hand the employee an invitation to a

celebration.

Step 2: Discuss the two role plays.

Ask employees in the first role play how it felt in the second role play.

(Have them try to stay in character when they explain.)

Ask managers what kind of results you are likely to get with the first

method. What about the second?

Then ask everyone: How can we recognize employees for their work,

yet still give the necessary criticism constructively?”

Discuss participants’ ideas on this question. Then ask, “Which

works best? To ignore? To give negative feedback? Or to give positive

feedback?”

Someone will invariably point out that the opposite of love is not

hate—it is to be ignored. So, the worst thing to do is to ignore the

person’s effort or accomplishment. Being negative is the next worst.

Step 3: Positive feedback works best, yet it is the least used. Cite the following

and write it on a flipchart, if possible, so people can copy it down:

_ What do employees want from their employer or leader?

58%–To use my time wisely

52%–To have a well-managed company

50%–To use my talents sensibly

41%–To assign me only clearly defined tasks

39%–To provide experiences that will enhance my career

31%–To thank me!

Distribute Handout 49.2, Keep the Flame Burning–Recognizing Others,

then continue your presentation by pointing out these interesting facts

(first quiz the group on what they think):

_ The number one reason why people leave their positions is lack of

praise.

_ In one study, managers listed “money and job security” as the top

motivator they thought employees would want. What did employees

list? Full appreciation for a job well done!

_ Employees want open communication, and they want to be treated

with a sense of respect and trust. Leaders must encourage feedback

and suggestions, and they must pay attention to them.

_ In one study of 1,500 people:

58% seldom, if ever, received personal thanks.

76% seldom, if ever, received written thanks.

81% seldom, if ever, received public praise.

_ Important principles:

1. Top-motivating incentives must be initiated by the leaders

themselves, and they must be based on performance.

2. Recognition must take place as soon as possible after the

achievement.

3. Recognition must happen frequently. As Ken Blanchard says,

Catch people doing things right!

Step 4: Now it’s time to practice giving positive feedback. Explain the four parts

of positive feedback with this example:

I saw what you did.

I appreciate it.

Here’s why it is important.

Here’s how it made me feel.

Ask each pair to think of two people who deserve positive recognition.

Ask them to apply the formula just outlined and practice giving

recognition out loud with their partner.

Back in the total group, discuss how well this formula worked.

Discuss their responses and ask for suggestions as to how people can use

this method at work and at home.

Step 5: Close the session by lighting a candle and enthusiastically remind people

to keep the flame of enthusiasm and achievement burning by positively

recognizing their employees.