The Carrot Principle authors Adrian Gostick and Chester Elton tell us that "to create dramatic results and recreate the emotions that drive human behavior, research reveals that recognition is most effective when it meets 5 certain criteria points:"
- Positive: Remembering a negative behavior and speaking about how much better a person has become is not positive. Recognition is not a time for correction, but must only detail the positive.
- Immediate: The closer the recognition to the actual performance the better. It shows that you notice behavior and are paying attention.
- Close: Recognition is best presented in the natural environment of the performance being recognized (at home, school, or where they work in the office) among peers.
- Specific: Recognizing specific behaviors that reinforce key values, goals, or even interests will have the greatest impact on initiating repeat behaviors.
- Shared: Often, recognition comes from the top down. However, recognition that means the most often comes from peers who best understand the circumstances surrounding the person’s performance.
1 comments:
Recognizing employees and even your coworkers can be as simple as leaving a sticky note on their desk saying thank you. Sometimes the smallest forms of recognition can have the biggest impact and you can never get enough of it. Great post!
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