Training managers on recognition is essential to your business

management trainingBeing a new manager can be extremely daunting, especially if you’ve received no training. It isn’t just about getting the job done and making sure your team complete their tasks on time, it’s also about managing people and your relationships with those people. As a manager you need to be able to help your employees save time and do their jobs more efficiently, improve team performance, and be able to communicate effectively with your team in every scenario.

You also need to be able to give recognition and positive feedback in a timely and effective manner. However this is something that many managers, especially those newly appointed, struggle with.

 

Say ‘Thank You’

Recognising employees for going the extra mile, putting in extra effort or simply for a job well done is a key part of a manager’s tool kit. When employees are treated well, and receive recognition for their efforts, then they are more motivated to perform in their role, which can improve team performance and contribute to the success, or survival, of the organisation.

Problems often arise when managers are promoted to a management position from their previous role, based on their technical ability and expertise in that previous role, and not because of their people skills. Many recruiters mistakenly assume the softer management skills, such as recognising employees, are intuitive or that people will learn them on the job. But it doesn’t work like that.

Recognition can go wrong in so many ways, such as it coming across as favouritism, not being specific enough regarding the impact of an employee’s work or simply not giving any recognition at all. That’s why it’s essential that your managers have the support and training needed to be able to recognise their team properly.

 

Train managers to give recognition well

The most important part of training managers on the art of recognition is to do it well. This means showing them what impact recognition can have on their team and the business, and explaining what recognition is, and isn’t. This means making sure your managers understand that recognition is:

  • Given in a timely manner – as soon as possible after the event
  • Meaningful – it describes what the employee did and the affect it had
  • Celebrated – make it public to encourage other team members to achieve those standards

Managers should also be encouraged to make recognition part of their everyday role.

 

Train managers on your recognition scheme

Thank You ManTrain your managers on the practical elements of your recognition scheme, such as:

  • How it works
  • What behaviours and achievements should be recognised
  • What the rules are
  • What administrative requirements

You also need to train your managers on the tools available to them, such as what rewards are available, and how to access those rewards.

Recognition programmes also need to make a return on investment, such as reducing staff turnover, so show your managers how recognition schemes are evaluated in your organisation.

 

Don’t forget to refresh!

Over time people can lapse into bad habits, and recognition programmes can change, so be sure to refresh your training on a regular basis, especially when there are updates such as new reward structures, new tools and new processes. Make recognition scheme training part of your on-going manager training programme.

 

It’s often said that people leave managers, not the organisation they work for, so, by investing in training your managers to manage, you can reduce employee turnover, increase employee loyalty and make a significant impact on your bottom line.

 

John Sylvester

John is responsible for the motivation division of p&mm ltd and a Director on the board of the IPM. Specialising in developing, implementing and directing many large scale staff motivation, recognition and employee communications programmes.
Connect with John on  | Twitter

 

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