The question isn't whether recognition and appreciation work -- they do.

The research, statistics, analysis, reports, and case studies demonstrate over and over again that recognition and appreciation play a huge role in creating a great work place. Despite this, many recognition programs still fall flat. Why? Let me offer three reasons:

1. Some leaders aren't comfortable giving recognition. Often unintentionally, a leader will attempt to offer praise or recognition that simply comes out wrong. Indeed, the effort is deemed a waste by both giver & recipient (though neither one will share that with the other).
2. Some managers intentionally use recognition as a weapon -- treating those they favor with special awards (particularly to attack other high performers that they may not like as much). Such bosses are ego-driven and demand deference without much regard for others . . . unless those others are all about making them, the boss, look better.
3. Many awards are given without any presentation or link to the effort and work accomplished in order to receive it. While recognition is an amazing tool to connect with others, it is only as effective as we make it. If we aren't connecting with people, than neither is the award that simply shows up on the recipient's desk.
   

We must remember that in our effort to make recognition convenient and easy to do that it is still a human experience. What are some other reasons you believe recognition still falls flat, and what would you suggest to improve the situation?

Unnecessary Accusations of Inaccuracy

I appreciate Dawn Westerberg's blog on healthy & unhealthy behavior in the workplace. She wrote it after reading a tweet I posted the other day that said this:

REAL leaders celebrate when others on the team succeed . . . ego-driven managers fear they will lose status.

Interestingly, I wrote this based on my own past experience with managers that were very threatened by the success of anyone else on their team. They reluctantly praised people, but you could feel their hesitancy, and worse, they talked down the team accomplishments while searching for as much praise and recognition as they could find for themselves.

The problem with this is that managers that lack self-esteem often try to cover it up with ego that does even more harm. According to Wikipedia, healthy narcissism is often required to overcome a sense of insignificance. However, an unhealthy narcissism quickly leads to magical thinking where the person thinks they are perfect and they distort the truth to dump on others instead. It is a major cause of bullying, arrogance, and envy -- all of which destroy workplace morale.

We all want to feel good about ourselves. Indeed, a healthy dose of confidence is critical to healthy relationships where people can appreciate one another and celebrate when others do well. The danger comes when one feels compelled to distort the truth to protect their own perceived status of importance. Indeed, to use Dawn's words, unhealthy behavior results in "unnecessary accusations of inaccuracy."

My Favorite Tweets this Week

When used properly, social media can be an amazing tool and a vast land of learning. Here are some favorite tweets from people this week:

• "Nothing stunts a leader's growth like an overdeveloped ego." (via @tedcoine)
• "The greatest thing a generation can do is lay a few stepping stones for the next generation." Charles Kettering (via @johncmaxwell)
• "Leadership should be more participative than directive, more enabling than performing." Mary D. Poole (via @thehrgoddess)
• "The bridges you cross before you come to them are over rivers that aren't there." Gene Brown (via @salespowertips)
• "Love and kindness are the very basis of society. If we lose these, society will face tremendous difficulties." The Dalai Lama (via @UpayaChaplains)
• "Ask for help not because you are weak, but because you want to remain strong." Les Brown (via @ReadyTOFeedback @czaucha @BillyCoxLive)
• "Employee recognition is powerful when you understand the principles and practices behind it -- Make it more than a gimmick! (via @smaxbrown -- me)