Preamble: The human being, according to behavioral studies, is always eager for recognition and stimuli, without which his productivity does not increase, or at least, stagnates.
It is also a duty of every administrative person to correspond to this important human sentiment because it is a fundamental responsibility of a Manager to value and recognize the good performance of those who contribute to a company.
We asked Company Presidents, Department Directors, Sales, Marketing or Production Team Managers, and, finally, all professionals who work as a team:
How often do you spontaneously and effusively appreciate a job well done by a colleague? And when does an appropriate recognition for a job well done? That is, when does a manager do justice to the work done?
Be aware, managerial friend, of the strength of the stimulus to revive and increase the commitment of the workers? Let us worry about examining the treatment and consideration with which we dignify the conditions and feelings of the personnel in our charge.
Let's not forget that work commitment is a human gift and it is a dignifying task, which must be continually motivated, because otherwise, enthusiasm diminishes and companies, through their administrators, discourage their members and promote their low performance, and sometimes its retirement. In the end, it is the person in charge of the Human Team who will be evaluated for their stimulating management of human productivity.
Why recognize the work of a collaborator?
1. Because it is a duty to give recognition to those who deserve it.
2. Because the effort of a worker adds and enriches the collective effort.
3. Because job performance is inspired, and the best payment is to exalt those who do it.
4. Because workers, like any human being, need recognition.
5. Because justice is done with a worker when he publicly praises his contribution,
6. Because when he exalts the worker, he in turn encourages greater recognition of the team, and it will collaborate when he comes to his office, and
7. Because management must be a star-studded path of appreciation for selfless service.
Who should do the recognition:
- Presidents, administrators, Managers, who hire, select, direct, work teams, Department directors when they successfully develop their activities, and Officials who, as the case may be, have human teams in charge.
When to reconnoiter:
Immediately the achievement of a partner is known, the recognition must be made, and if it is of great magnitude, plan the appropriate moment and way.
The Opportunity: doing the recognition on time, prevents the effort from being forgotten and the worker from being demotivated.
Keep in mind: You have to be attentive to make the recognitions at the right time… A small recognition on time is better than large exaltations at the wrong time…
Different forms of recognition:
There is a great variety of recognitions: from the most sophisticated to the simplest, going through the high-cost ones as well as those of low or no cost, so there is no pretext to grant them:
1. The spontaneous expression of congratulations and gratitude, in front of the team,
2. The manifestation of the good work of the colleague during a meeting,
3. The diffusion through a letter, or notice on the billboard,
4. Publication of the achievement in articles of magazines, or diffusion in mass media,
4. Delivery of a card, parchment, or plaque, according to the magnitude of the achievement,
5. Delivery of a pin, gift or detail, in front of their companions and / or relatives,
6. Gift of caps, T-shirts, pens, key chains, or other objects for personal use, with your name and that of the company,
7. Invitation to a lunch, dinner, or special attention, including your wife (or) and children.
Benefits of appropriate and timely recognition:
That we congratulate and exalt the staff for their good contributions to the cause of the organization, leaves excellent benefits for them and our institution:
to. It manifests the Human Excellence to value the other and make him feel good.
b. It is motivating for other colleagues, especially for the newest ones, who will see that success does not go unnoticed.
c. It has the effect of providing feedback to the entire organization, producing the snowball effect: it will grow in stages.
d. The environment of the company where there is appropriate and timely recognition: it is more pleasant and more constructive.
and. Whoever acknowledges, without selfishness and generosity, fulfills the mandate of love ordered by Our Lord: love one another, as I have loved you.
Don't forget manager friend: The workforce is not in the economic, technological, or strategic investment, but in the significant seeds that you plant in the hearts of your co-workers so that they put all their efforts in the optimal use of those.
