Tip 4 – Recognize Your Employees

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Intro: This blog is written to further elaborate with my own views on the  “8 Tips to Engage Your Employees” booklet written by our experts.

Our new booklet, “8 Tips to Engage Your Employees” cites Tip #4; Recognize Your Employees.

The booklet states, “Recognition from a manager is a very important motivator for employees. It encourages positive behavior and helps promote long-term top performance.”

Truer words were never written. From a personal perspective, even the slightest bit of recognition can be an ego and morale boost. Being recognized in the work force is not just some trivial contest to see who’s better than whom, it’s about taking the time to acknowledge individual employees on his or her personal contributions to the company. As much as we thrive on teamwork today, individual achievements should be still applauded.

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FREE 8 Tips Booklet Going Fast!

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This little booklet speaks to managers and is chock-full of great tips and stats that we at TNS Employee Insights have compiled to illustrate the depth and importance of engaging employees.

CALL TODAY! – No muss, No fuss!

888.726.8686

Or visit our website – www.tips.tnsei.com

One-on-One Psychology Needed to Stimulate Employee Engagement

In my opinion, there are several different levels of employee engagement according to how one experiences his or her world. This coincides with several demographics as well, and not just age, tenure, race, work location, position, which are typically surveyed, but also maturity, heritage and family traditions, education and career aspirations, which reflect an individual’s personality traits. Survey items (questions) zero in on how groups of employees feel collectively about certain topics. Even though written comments are recorded and analyzed as well, they are not addressed on an individual level face to face with an employer. Even an item, “My supervisor treats me with respect and dignity,” is grouped with other employees’ responses.

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Recipe for Great Leadership

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When it comes to leadership quotes, one site I recommend is Henrik Edberg’s 25 Great Quotes on Leadership. Thank you, Henrik for the leadership quotes you compiled on your site.

To quote Henrik, “One of the more fascinating topics of life is the leaders of history and how they shaped the world.” Imagine being any of our presidents of the United States, Vince Lombardi, Aristotle, Mahatma Ghandi, or Helen Keller, just to name a few.

What comes to mind when you think about leadership in the workplace? What qualities must a true leader possess? Is it someone who is handsome, charming and charismatic? Is it someone who makes persuasive speeches? Or is it someone who leads by example? If the people follow and do what is asked of them with a happy, healthy attitude, then there is good leadership. Do your people have a healthy attitude? What is that secret recipe for great leadership?

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Cheerleaders vs. Engaged Employees – What’s the Difference?

Great Webinar Takeaways You’ll Want to Learn More About

RobertBerrierPhDToday’s webinar put a new spin on employee engagement from what I thought it was. Our guest speaker and presenter was Dr. Robert Berrier of Spring International, who gave us a lot to think about when it comes to employee engagement.

From Spring International Website:

“Dr. Robert Berrier is the founder, President and CEO of Spring and chief visionary.  Dr. Berrier’s work focuses on understanding how attitudes drive employee behaviors that link to organizational objectives.  Under Robert’s direction, Spring adapted many of the best techniques of segmentation, brand management and attitude-outcome linkage analysis to the area of employee engagement and communications.”

Dr. Berrier explained how employees need to be recognized, have a good camaraderie with fellow workers, a good sense of self-esteem and sense of achievement in their workplace. Empowerment influences employee engagement and people like to work with a “shared purpose.” These are the essentials of employee engagement. Dr. Berrier spoke about the importance of one’s relationship to their peers, feedback and communication, company image and aligned values with employees’, and personal development for advanced opportunities. These are the cornerstones of what management’s influence is on employees in order to foster a working environment whereby employees want to be engaged. “Employee engagement is a mutual accountability.”

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Great Leaders Build Others Up

iconGreat leaders must be able to tap into the skills and resources of those around them. Yet, establishing collaborative relationships is sometimes challenging because people have different backgrounds and experiences.  So, make it a point to recognize each team member’s strengths and weaknesses, understand their capabilities, and continue to nurture and support in a way that allows each to achieve their individual greatness.

Recognize that not all great ideas come from your office but from others on your team.  Tap into the varied skills and wider perspectives of others in order to strengthen organizational goals and objectives.

When you allow people to provide input rather than just tell them what needs to be completed, it builds consensus around goals and is the quickest way to gain success.  Ask your employees, “What are we trying to accomplish?” or “What would you do to accomplish this goal?”

Lead relentlessly, surround yourself with great people and continually build them up!

 

Recognize Employees to Motivate and Boost Productivity

TNS TIP of the Week:  Recognize Employees

CertificateRecognition is a very important motivator for employees because it encourages productivity and helps to drive top performance among employees. TNS research has consistently shown that organizations that provide their employees with recognition on a regular basis outperform organizations that do not engage in a regular recognition program.

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