Page 114 - Build a Culture of Employee Engagement with the Principles

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Recognition

5. I take time during each team meeting to
publicly acknowledge individuals for their
recent good work.

Total Number of Points

INTERPRETING YOUR SCORES

0-5: Supervisors who score in this range are actively diminishing
the human capital of their organization. It is not just that
employees do not feel respected; they feel disrespected. As
a result, you and your organization are realizing only a frac-
tion of the discretionary effort possible by your employees.
Increasing your skills in the area of recognition should be an
immediate priority.
6-10: Your mediocre recognition score will result in mediocre
engagement and performance relative to the potential of
your employees. Look for more regular opportunities to
“catch employees doing good,” especially those employees
who may be average performers and frequently overlooked.
It is among the average employees that you have the great-
est opportunity to increase the productivity of your depart-
ment and organization.
11-15: Scores in this range suggest that you are regularly acknowl-
edging your employees’ contributions and maximizing the
human capital in your organization. Your employees feel
respected and will repay you with high levels of discretion-
ary effort. Work to shape specific behaviors in individual
employees through selective and varied social reinforce-
ment. Also, consider giving advice and guidance to other
supervisors in your organization who could benefit from
increasing their skills in this area.