How can an owner or leader assess the quality of recognition currently offered in his or her workplace?
That depends in part on the size of the organization. With extremely small companies – for instance, those with fewer than 10 people – you don’t really want to be doing surveys with employees. It will seem uncomfortable and impersonal. In that case, it’s going to be about having conversations and building up enough trust with people to know that they’re giving you honest answers. This kind of honest feedback can take time; it’s built up in small, incremental steps and it’s about the questions you ask and your reaction to the responses. If an employee brings you a small-scale issue, react to him or her promptly and positively. Then they’re going to feel comfortable bringing you something else a little bigger the next time. How do business owners and leaders sort through all the guides and ideas that are out there to determine an effective approach to recognition? First, I would give them a word of warning: Almost 90 percent of big companies have recognition programs that they spend bill
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