by Peter Hart
You might think that recognition is about the rewards you give employees for long years of service or for retiring after a notable career. It’s really not.
Recognition is about . And employee engagement starts with employer engagement. How engaged are you with your employees? Do you know their names? Their goals? What makes them tick?
Recognition doesn’t have to be about gold watches or cash bonuses. It’s even more effective when it’s about relationships.
Continue (or start) to appreciate your employees and recognize them for what they do. Know their names, their stories. Let them know yours. Let them in on the organization’s mission, vision and values. Establish trust.
2 rules for recognition
Treat your employees well. How you treat people today is going to determine whether your valued employees stay with you when the financial crisis is over. I have two rules:
1. The Golden...(register to read more)
- How to win discrimination lawsuits: Carefully document real performance problems
- N.J. Supreme Court decides: Can employees take confidential docs?
- Don't let trumped-Up excuses prevent sacking bad worker
- Helping your sick parent without jeopardizing your career
- When tracking FMLA abuse, use surveillance cautiously