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The most powerful type of recognition occurs at the individual level, one-on-one. All managers need to take personal responsibility to see that they recognize their employees, and they need to keep at it on a daily basis. Here are 12 high impact and powerful recognition techniques that you can implement immediately.
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1. Take a few moment at the end of the day to reflect on whose performance you've noticed. Write those individuals thank-you notes and leave the notes by their workstations as you leave. | |
2. Manage by wandering around. Get out of your office to see, meet, and speak with employees about work they are doing. Take different routes in and out of the premises. |
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3. When you read your mail, look for positive items to share with others or at all-department meetings. | |
4. Greet individual employees by name and with eye contact. Take a few minutes to see how they are doing. Be sincere. |
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5. Make an effort to meet with employees you don't see or speak with very often. Take a break together, have coffee or an off-site lunch. | |
6. Act on good news. Catch people doing something right and thank them for it. |
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7. Take time to listen when employees need to talk. Be responsive to people, not just to problems. | |
8. Take time at the beginning or end of meetings to share positive news and/or ask if there are any praisings from one team member to another. |
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9. Remember the 4:1 rule. Every time you criticize or correct someone, plan to praise or thank that same person at least four times. | |
10. Think of mistakes as opportunities for learning. Help employees learn from their mistakes; don't criticize employees for making mistakes - especially not in front of others. |
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11. Be quick to thank and compliment others and slow to criticize and judge them. | |
12. Spread positive gossip. Tell others what you are pleased about and who is responsible. |
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For more great employee recognition tips and strategies, make sure to watch our high impact "Employee Engagement Solutions" Webinar with New York Times Best Selling Author Dr. Bob Nelson - click here
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