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The Importance of Recognition 

All leaders understand the importance of giving their people timely and meaningful recognition. But not all leaders demonstrate that they understand that importance. Many fall into the trap called the tyranny of the urgent. They get so busy doing things that appear urgent that they allow the important things to fall into oblivion. 

They pay a steep price for that mistake. Failing to recognize deserving team members leads to higher turnover. Especially these days. Failure to recognize top talent significantly decreases their level of engagement. An organization’s most expensive employees are not the ones who are the highest paid. They are the ones who are least engaged. 

When recognition falls so does employee performance. Especially the performance of an organization’s best people. 

In a recent survey of a cross section of employees from various industries the question was asked, “What is the most important thing that your company or manager does that causes you to produce great work? Employees answered in their own words but a clear pattern emerged. 37% of respondents said that more personal recognition would encourage them to produce better work more often. That is 3 times the second place answer which was “nothing.”

The survey also showed that recognition makes employees feel that promotions are fair. It spurs innovation and drives extra effort. Recognition is also the single greatest driver of positive company culture. 

None of that comes as a surprise to an experienced leader. But even experienced leaders struggle with their priorities. The urgent things that come with managing a business take priority over the importance of leading people. 

Authentic Leaders put recognizing their people at or very near the top of their daily priority list. They block time to recognize people. Their recognition goes well beyond a simple “nice job.” They can state, with great specificity, how their employee’s effort had a positive impact on the organization. Many times that recognition will also come in the form of a hand-written note. They know that investing a few minutes to jot down their thoughts increases the significance of the recognition ten-fold. 

Being “busy” is absolutely no excuse for failing to provide consistent recognition to the people you lead. In fact, it’s when your organization is at it’s busiest that your people most need recognition. And yes, I said need. Recognition is the fuel that lights their fire of productivity. It fuels their determination to excel.

It’s really this simple…if you want your people to perform at a higher level then you’re gonna need to lead at a higher level.  Giving recognition is a key character trait of a high performing leader. So stop reading and go give a deserving member of your team some recognition RIGHT NOW.

On a different subject… Everyone can use a “nudge” towards success. I’m trying something new on Twitter. It’s called “Super Followers.” For $5 a month, that’s 17 cents a day, people can follow a part of my Twitter stream that is for subscribers only. It features short videos of me discussing leadership topics, sales tips and ideas for better overall relationships. I’m assuming there will be far fewer Super Followers than the million or so people who regularly follow me on Twitter. That will give me the opportunity to answer questions more throughly than I can on regular Twitter. Most of the answers will come in the evening cause we all have day jobs, right? Think of it as ”mentoring on demand!”

My goal with SuperFollowers is to build a better connection, one where I can help more and have a greater impact. I’m hoping it gives me a chance to mentor to a wider audience. It’s still new, we’ll see how it works. It’s a $5 dollar investment that may be the extra “push” you need to get to where you want to be. I’d be honored to be able to help get you there. 

You can find more information by clicking the Super Follow button on my Twitter profile page IN THE TWITTER APP. Give it a try if you’re so inclined, and if you are, be sure to let me know how I’m doing and how I can be of even more help.

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