Tag Recognizing Your People

The Importance of Recognition 

Steve Keating 1 Comment

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. http://twitter.com/leadtoday 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.

What Employees Want

Steve Keating 1 Comment

I hope, particularly if you’re in a leadership position, that you don’t learn a thing from this post. That’s because you should already know everything in this post. It would be best if you learned it from the people you lead. It would be better than best if you learned it by asking them directly. 

But in case none of that is true, here we go. 

It’s a given that your people want a fair wage and decent benefits. When you determine what you can pay them it’s likely you do so based on what you can afford. They determine what they should be paid based on what they think is fair. You’ll likely have to meet in the middle but know that if you don’t you’ll have motivation and turnover issues galore. 

What you may not realize is that money alone is a pretty poor motivator. Once a person’s basic needs are met money becomes a “nice to have” not a “must have.”

More important than money is a future in the organization. The more defined that future is the better. Many people, especially people in the younger demographic groups, have left their companies during the Great Resignation precisely because they couldn’t see a future with their current companies. If you want engaged and committed employees then work with them to chart out potential opportunities for them within your organization. 

While employees may not go the extra mile for mere money they will give you extraordinary effort in return for earned recognition. The expectation of recognition on the part of employees who have earned it does not make them divas, it makes them human. 

Organizations with enthusiastically committed employees have systems in place to make recognition intentional. Haphazard recognition can be as bad as no recognition, especially for the unlucky individual who earned it and didn’t receive it. Don’t allow recognition to be a matter of luck in your organization. Be consistent in giving recognition and your people will be consistent in responding. 

Everyone needs to matter and everyone needs to know that they matter. The most effective way to show your employees that they matter is to listen to them. They have opinions and ideas about the organization and how it could be better. LISTEN to them. When employees determine that their voices aren’t being heard they disengage. If you want disengaged employees give them a check and ignore them. But don’t blame them, their lack of engagement is on you for failing to show them that they matter. 

They simple act of listening, really listening, to what your employees tell you is also a sign of respect, which is another thing employees crave. 

Finally, the big one. Employees want to know how they are doing. They want to know it more than once a year. They want to be crystal clear on exactly what is expected of them and how those expectations will be measured. Not knowing what is expected of them is the number one reason people give for being frustrated with their organizations. Most say they would rather be told they are performing poorly than being left to wonder what their boss thinks of their performance. 

I hope you knew all that already. But knowing and doing are two different things. It’s good to know what your people want, but you must provide it to them if you hope to have the kind of people who will help your organization grow. 

So they question isn’t did you know this stuff, the question is are you providing this stuff. 

Answer honestly or there’s no need to answer at all! 

On a another subject…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 perhaps 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. http://twitter.com/leadtoday 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.

Take the Bait

Steve Keating 3 Comments

Generally speaking when “bait” is taken it turns out rather badly for whoever took the bait. I think that’s why they call email scams “phishing” attacks. Some con artist casts some bait and an unsuspecting person “takes the bait” and the outcome is less than optimal. 

Ask any fish and they can tell you taking the bait is a really bad idea. 

But not always. Because leaders aren’t fish.

Let me tell you about Larry and Harry. Harry works for Larry and has been a loyal team member for some time. He typically outworks his co-workers and Larry values him beyond measure. 

On one particularly challenging day Larry asks Harry to give even more effort than normal. Harry assures his boss that he is up to the task and sets out to get the job done. As Harry undertakes the extra workload he can’t help but notice his co-workers coasting through their day as usual. But Harry pushes through, truly giving an A Plus effort. 

At the end of his day Harry reports on his day to Larry. He tells him he got this done, he got that done. He had several issues but overcame them to get it all done. He shares that he even gave up his breaks and lunch to figure out a particularly challenging task. He reports that he is completely worn out but proud of what he was able to accomplish. 

Larry replies with the detailed results of his day as well. He managed to accomplish a ton and he might be even more worn out than Harry. 

Harry heads home for the day we three thoughts on his mind. One, he is wondering what he has to do to get a little appreciation from Larry. Two, he is thinking about his co-workers who floated through their day and received the same level of appreciation from Larry that he did…zero. Third, he’s thinking about whether or not it “pays” to put in the extra effort and whether or not he’s the stupid one for working harder than the others. 

There is not an Authentic Leader in the world that wants their people thinking any of those things. 

You see, when Harry shared the results of his day with his boss he was fishing. Fishing for a simple response, one that would feed his desire to outwork others. All he needed to hear from Larry was a sincere “Thank you” for a job well done. Instead he felt in competition with his boss for who got the most done. 

Larry failed to take the bait. Then he failed in his leadership role. 

The thing is, Larry is a pretty good leader, he just forgot that leadership is a full time job. He forgot to always be on the lookout for an opportunity to recognize his people. He forgot that failure to recognize his people can turn a high performing team member into a mediocre performer overnight. He forgot that failure to recognize his people is a fast way to demotivate his people.

It’s an easy thing to forget. But the best leaders don’t forget that their own success is completely dependent upon the success of their people. That’s why they always look for opportunities to show their people that they make a difference and it’s noticed. 

When was the last time you offered one of your people a simple thank you for a job well done? Don’t wait for the bait, do it today! 

Are You Hot Stuff?

Steve Keating 4 Comments

If you’ve recently been promoted to a leadership position then congratulations. It likely came with an important sounding title and you might be tempted to think you’re pretty hot stuff as a result. 

 

You’re not. You’re not because no one is. Your skills in some areas may be better than someone else’s and you may as a result been able to acquire more “stuff.” But you have to know that doesn’t make you a more valuable human being. No title, no position, and no amount of money can do that. Every person you’ve ever met or ever will meet is worthy of the same level of respect as you, regardless of your or their level of accomplishments. 

 

The danger in thinking you’re hot stuff is that it artificially inflates your ego. Egos need to be fed and when a person’s ego gets too big they invariably steal another person’s ego food. A healthy well balanced ego is the mark of an Authentic Leader. They need no more than their own share of ego food so they have plenty left over to provide recognition and support to their people. 

 

One of the key responsibilities of a leader is to help their people know, without a doubt, that they matter. That they matter to the organization as both an employee and as a person. 

 

The effort required to do that must be intentional and consistent. Helping others understand their worth is not a chore for an Authentic Leader, it is a privilege. 

 

When you forget that, even for a short time, you put all other aspects of your leadership at risk. Large egos tend to make leaders pretty forgetful when it comes recognizing other people.

 

I can’t close this post without at least a short discussion on ego. Many people reading this will be perplexed by my comments about “feeding” egos. They are perplexed because like many people they have always been told that having an ego is a bad thing. Well that’s like saying sleeping is a bad thing. You have to sleep in order to recharge your batteries for the next day. 

 

You must also have an ego to motivate yourself. Having an ego is a normal as having a nose. Having an ego is not a problem unless it gets so big that you lose sight of the fact that everyone else has one too.


Think of it like this, self-respect comes from having an ego; lack of respect for others comes from having an ego that has grown too large. If your ego has gotten a little too large then put it on a diet by giving your ego food to someone who needs it more than you. 


Recognizing People

Steve Keating 4 Comments

When Ronald Reagan was running for re-election to the Presidency of The United States he made a stop at a nursing home to chat with some of the residents. During a conversation with one gentleman in a wheelchair the President asked him if he knew who he was. The gentleman leaned forward in his wheelchair and gave Reagan a long look. Then while shaking his head he said “no, no I don’t know who you are but if you ask the nurse at the end of the hall I’m sure she’ll be able to tell you who you are.” 

 

I’m not certain that the story is true but I like it and it kind of fits with my post so I thought I’d share it. It only kind of fits with my post because this post is about recognizing people…just not that kind of recognition. 

 

This is a post about the importance of recognizing people for their efforts. The kind of recognition that Authentic Leaders regularly provide their people. 

 

I know the importance of recognizing another person’s efforts. The research shows that it is vital. People need to know what they do matters almost as much as they need air and water. 

 

And yet I struggle in this area. 

 

I struggle with this because I, like most people, fall into the trap known as the Tyranny of the Urgent. 

 

I do things that seem urgent to me rather than doing the things that are truly important. A very wise person once told me to never underestimate the absolute unimportance of nearly everything I do. Most of the stuff we do everyday won’t matter in 1 year, 5 years, or at the end of our years. Yet we do many of those things at the expense of the things that will matter.

 

Showing another person that they matter by giving them honest and sincere recognition is one of the most important and lasting things you can ever do. 

 

It doesn’t take much effort to find valid reasons for recognizing someone if you’re interested in trying. You’ll also quickly discover that recognition builds morale and improves attitudes. If you want to make an even bigger impact on someone then don’t just say it, write it on a note card and give it to them. Most people will look at it multiple times and even show it to family and friends. 

 

While it doesn’t take much effort to find reasons for recognizing someone it does require tons of discipline to do it consistently. Make the effort, it’s one of the nicest things you can do… for yourself.

 

In his 1936 book entitled “How to Win Friends and Influence People” Dale Carnegie said to “Praise the slightest improvement and praise every improvement. Be “hearty in your approbation and lavish in your praise.” 


It was outstanding advice then and its outstanding advice today. 

Is Your Leadership Creating Negativity?

Steve Keating Leave a comment

Perhaps the better question would be is your lack of leadership creating negativity? Or is there a characteristic missing from your leadership that causes negativity in your organization? 

 

I like that last question best because you can be an effective leader in some ways but if you’re missing the key ingredients of sincere recognition and consistent feedback then you’re missing the point of leadership. 

 

The point of leadership is people. Authentic Leaders, and Authentic Servant Leaders in particular, focus on helping their people. They help them succeed. They help them discover their purpose and potential and then they help them achieve them. 

 

Those leaders understand the importance of recognition and feedback. They seldom miss an opportunity to provide both. 

 

As a leader I’ve always been consistent in providing feedback but I’ve struggled with giving recognition. I’m not a touchy feely kind of guy. Early in my career I assumed a paycheck was all the recognition someone needed. 

 

As I’ve grown (that’s code for gotten older) I’ve come to realize that recognition is vital for a person’s mental health. It’s vital for a person to know, without a doubt that another human being sees the value that they bring into the world. 

 

We all need to know we matter. Some people need that affirmation more than others but everyone needs it to some degree. As a leader one of your prime responsibilities is providing that affirmation. Your people need to hear it. They need to feel it. They need to see it. 

 

Here is a crucial thing for leaders to understand. Most people, research shows that as much as 85% of the world’s population, suffer from some level of self esteem deficiency. They lack the confidence to know that they matter, that they make a difference, that they would be missed. 

 

They need rather consistent re-enforcement of that fact. 

 

If they don’t get it, if it’s not a periodic part of their emotional diet, then they start to doubt their value. Maybe it’s a nagging thought or little concern at first but over time without recognition it grows. It grows to the point where they become convinced that they are NOT of value. 

 

That doesn’t make them wacky or weak; it makes them human. It happens to all of us at one time or another. 

 

When that “unvalued” feeling persists long enough a person disengages from the leader or organization that doesn’t value them. Some will then leave the organization and the leader behind. They use what confidence they have left to put themselves into a situation where they might be valued. 

 

But many won’t leave, they stay and simply go through the motions with their organization. They become disengaged and offer little in return for their paycheck. They can even seek to pull others down to their level. They are labeled as “negative” employees or described as having a negative attitude. 

 

They may be negative but they were not born that way. They likely didn’t have that attitude the day they started with the organization. That attitude developed over time and it likely started with a feeling that they, and their work, didn’t matter. 

 

That’s how easy it is for a well-meaning but sometimes thoughtless leader to foster an atmosphere of negativity in their organization. 

 

No organization, not a single one, can afford that type of atmosphere today. As a leader you must be intentional with your feedback and recognition. I literally recommend to leaders that they put a reminder in their phones to recognize someone each day. 


“Busy” is no excuse for letting your people wonder if they matter. Tell them often because there are few, if any, activities you have to do that could be more important than that.

Give Sincere Compliments

Steve Keating 3 Comments

Has someone ever given you a compliment and you weren’t sure of their motives? Perhaps it was even subconsciously. Maybe you downright wondered if they wanted something in return.

     

It’s nice to give compliments. It’s better to give unquestionably sincere compliments. The kind that leaves no doubt that you mean what you said and that you expect nothing in return. Sometimes we throw out complements in a sort of mindless fashion. We mean what we say but we don’t put enough thought into it to make certain the person on the receiving end knows how sincere we are.

     

An unquestionably sincere compliment actually has two parts. The compliment and the evidence to back it up. Think of it this way; you give someone a compliment and then notice a questioning look on their face. The look indicates that they may be wondering why you said that.

     

So don’t let them wonder.

     

Immediately after giving the compliment add “and the reason I say that is.” The “reason” is the evidence. It adds depth to the compliment and supports it’s sincerity. It leaves no doubt as to your motive for giving it. The compliment becomes more valuable.

     

This takes a bit of work, it requires some thought before you toss out the next “nice job” compliment. It’s worth it however when you see the difference in how people respond to what you’ve said. Give it a try and see for yourself.

     

I can’t end an article about giving compliments without at least mentioning the proper way to receive one. Never give a compliment back. By that I mean when someone says “nice shirt,” don’t respond by saying “this old thing.” When you say that you’ve refused the compliment and may have offended the person who gave you the compliment.

     

The only proper way of responding to a compliment is to say “thank you.” Nothing more is needed. Just say thanks!