Yes, you read it right! But let me explain.It’s a question of putting the “why” before the “how” in terms of the recognition paradigm.
All too often we try and train managers “how” to recognize employees before they fully understand “why” they are recognizing them in the first place!
Simply put, we must educate managers “why” recognition is important before we train them “how” to do it.
In my experience there are three broad categories of recognition education:
1. There are those managers who understand the why and “get it” completely. They make recognition a part of their daily lives.
2. The second category consists of the managers who do recognize others in the workplace but do not consciously realize it.
3. The last group consists of managers who do not recognize others. They believe recognition has no value and create a variety of reasons not to use this strategic tool. More often than not, they don’t understand why recognition is important because they never experienced it themselves.
Obviously, recognition education must be tailored to suit the needs of each group but it is CRITICAL to educate managers “why” recognition is important before you start training them “how” to do it.
I believe recognition often fails because we have trained too many managers to go through the motions without understanding the real reasons why we do it. This understanding leads to Real Recognition… a phrase my friend and colleague Roy Saunderson coined many years ago.
