You’re certainly not alone if you’re frustrated by this issue. Some managers don’t believe in motivation and recognition, but their numbers are dwindling. Most who do are well-intentioned but get distracted. Here are a few ideas to consider to help you become more effective…
- If your leaders tell you they’re too busy, remind them that investing the time and attention in their staff now will build a strong, engaged team that will be less likely to be absent, leave their job, or produce sub-par work that will cause far worse and more time-consuming problems for the manager in the future.
- Managers may want to recognize employees for their work, but often they don’t fully understand all the parameters of the program or know precisely how to recognize. When they’re unsure, they default to doing nothing. Check in with them to see if a recognition training refresher may be in order.
- Often, managers who are trying to make shrinking budgets go further will purposely withhold recognition in the hopes of balancing their overall budget. Tracking managers’ recognition efforts and encouraging them can help alleviate that problem.
- Many companies have found that the problem quickly corrects itself if you make recognition a part of managers’ formal job descriptions and annual reviews.
Finally, one of the most effective ways to overcome this is for senior leadership to lead by example and openly encourage and participate in recognition initiatives. It’s surprising how quickly others will fall in line when they see that this is a priority for top management.