Praise

“In the survey, managers were asked to name what they thought employees in their organizations wanted.  Then management’s list was contrasted with the list prepared by employees.  Every time, managers guessed that good wages and job security would top employee lists, but their people always cited “feeling appreciated” and “informed.”

I’m reading a new book called The carrot principle: How the best managers use recognition to engage their people, retain talent, and accelerate performance.

It has a business-y perspective that can grate:  ”Many of us in middle and senior leadership roles are indeed motivated by the allure of a large bonus or increase in salary.”

Nonetheless, I am thus far fascinated by this book.  I picked it out because I have heard a number of teachers over the years say that they want more recognition.  And getting recognition right can be complicated.  One year, I went to a school after an exhibition and said how impressed I was with a particular teacher’s project.  Later, it got back to me that another teacher felt bad because I didn’t praise their work.  Oy!

“U.S. Department of Labor statistics show the number one reason people leave organizations is that they “don’t feel appreciated.”

I’ll write more once I finish the book.

1 Comment

  1. karenevans Said,

    September 29, 2009 @ 8:15 pm

    Sounds intriguing! I fumble with this in the classroom too: some students like public recognition; they want everyone to know and see how great they did. Others like private recognition; calling out their great work in front of others ruins the reward. I’ve had students shut down from praise and others can’t seem to function without it.

    Overall, though, I agree: adults rarely get meaningful recognition in their workplaces, much less in their “real” lives. Who’s complimenting me for making responsible choices, coming up with new ideas, or doing all the things I don’t want to do but have to anyway?

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