Page 121 - Build a Culture of Employee Engagement with the Principles

92 Carrots and Sticks Don’t Work

means even more to receive praise from a boss managing
forty people than four.
7. “I don’t get any recognition from my boss!” As the old
saying goes, two wrongs don’t make a right. Just because your
boss isn’t doing his or her job doesn’t mean you shouldn’t be
doing yours. At the same time, you should not simply tolerate
your situation. Sometimes you have to ask for what you want.
So, let your boss know that you would appreciate some recog-
nition. If you find this uncomfortable, simply ask for feedback.
For example, you could say, “Boss, I was hoping to get some
feedback on the presentation that I gave yesterday.” Don’t be
afraid to ask to be acknowledged or to have a positive e-mail
forwarded to higher-ups in the organization. Beyond just mak-
ing you feel respected, it is important for your own profes-
sional advancement to have your successes acknowledged and
documented—especially if your boss were to leave the organi-
zation suddenly.
Whether or not you decide to tackle the issue of getting
more recognition and feedback from your supervisor is
your decision; however, doing so for your employees is your
responsibility. As a supervisor, I suggest that you create a
culture where asking to be acknowledged is perfectly accept-
able. For example, you might say something like: “I want you
to know that it is very important to me that each of you feel
recognized and acknowledged for your contributions. In fact,
it is my job to do so. If for any reason you feel that I’m not giv-
ing you the recognition or credit you deserve, please bring it
to my attention. Can I count on you to do that?” By the way,
as a supervisor, you’ll earn a lot of respect by doing so.
8. “I don’t know how.” In truth, most people are not par-
ticularly skilled when it comes to using praise to reinforce
behavior. I am always appreciative of people who recognize
their limitations. Recognizing that you don’t know how to do