"When in my past was I recognized for a skill or talent?"
Over ten years ago, I asked myself that simple question in an attempt to discover my calling in life.
Upon reflecting on that question, two different moments came to mind where I was recognized for my public speaking ability. That marked the start of my journey to become a professional speaker. Today I’m an internationally recognized keynote speaker on the topic of generations and the future of work and speak to thousands of people every year.
This transformational moment in my life would not have been possible without recognition from others.
Recognition can become a defining moment. It was for me.
Recognition can shine light on irrefutable and one-of-a-kind strengths. It did for me.
However, recognition is an afterthought in most organizations. It’s robotic, impersonal, and ultimately falls flat among employees which completely defeats the purpose of providing recognition in the first place.
ow many defining moments didn’t happen because managers were too busy, distracted, or didn’t think the result or individual was worthy of recognition?
How much employee potential is being capped by managers unwilling to take the time to deliver recognition?
In my recent article, This Has Been a Top Employee Motivator for over 46 Years, I highlighted the magnitude that recognition holds in the eyes of all employees, but particularly for Generation Z. Here are a few ideas on how managers can improve their employee recognition.
Use the company blog, vlog, newsletter, podcast, or team meeting to recognize Gen Z. Make the people doing great things visible for everyone else to see and emulate.
Be specific about what the Gen Z employee did to receive the recognition and why that behavior or result is important. For example, “Ella, you continually make your colleagues and clients feel valued with your positivity, friendliness, and enthusiasm, so we would like to [insert reward] because that type of positivity is what clients appreciate.”
Recognition received from peers can be more meaningful for Gen Z because it’s often their peers who have a better understanding of the work that they are doing. Create environments where peer recognition can occur.
Many skills and milestones go unnoticed by managers leaving employees wanting more and teams feeling hollow. Recognition—done right—is one of the simplest ways to instill pride in others.
Identify new milestones worthy of recognition such as:
Here are a few uncommon ideas of how to better recognize Generation Z...
ABOUT THE AUTHOR:
Ryan Jenkins is an internationally-recognized keynote speaker and author on the topics of leadership, generational differences, and the future of work. He is the co-founder of SyncLX, which creates lasting learning experiences for companies' #1 asset, their people.
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