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The carrot principle
16-Apr-2009
Pavlov was onto something with his dogs. Recognition is the bell that drives human behavior.
“Thank you” - is a universal concept with an underlying definition that means, “Please do that specific behavior again.”
A survey of more than 200,000 managers and employees over a 10-year period showed that “purpose-based” recognition is proven to engage your employees, reduce staff turnover, boost productivity, and increase customer satisfaction.
What’s more, companies who effectively recognize their staff are much more profitable.
Organizations that scored in the lowest 25% for recognition had an average Return on Equity of just 2.4 percent, whereas those that scored in the top 25% had an average ROE more than 3 times higher!
To create the best results, recognition is most effective when it meets 5 criteria:
- Positive:
Remembering a person’s past negative behaviors and speaking about how much better they have become is not positive. Recognition is not a time for correction – make sure you just point out their positive behaviors.
- Immediate:
The sooner you give the recognition to when the actual performance occurs, the better. Catch people doing things right, and let them know straight away.
- Close:
Recognition is best presented in the environment where the actual performance occurred, ideally among their peers.
- Specific:
Recognize the specific behaviors that were observed – especially those that reinforce company core values, and the achievement of current company action priorities.
- Shared:
We usually think of recognition as coming from the top down, but interestingly, it is recognition from peers that often means the most to people.
Recognition is just one of 12 key success factors you need to implement in your business to maximize employee engagement and boost productivity.
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