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Recognition



            store, and vendor level. And the strategy has served McDonald’s
            well, enabling it to choose from within for its top positions.
            Organizations that develop recognition programs to reward out-
            standing efforts will have a full roster of its most important
            resources—their people.



            Key Learnings
               ✔  Build a culture steeped in recognition to reward standout
                  employees and teams, consistently and with clear reasoning.
               ✔  Train everyone at the company to acknowledge exceptional
                  performance, on the spot. Make it a part of the job to contin-
                  ually praise performance.
               ✔  Rewards don’t have to be costly; employees will appreciate a
                  handwritten note from the top boss or a handshake that
                  accompanies the words “nice job.”
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               ✔  Public praise singles out top performers and makes them an
                  example before their peers; it works wonders. Simple ceremo-
                  nies in the office can be very effective.
               ✔  Devote a public space at your company for special awards that
                  honor top performers and devoted employees. Keep it current
                  and respectful of the heritage of excellence within the
                  organization.
               ✔  Make awards meaningful, whether they are promotions,
                  opportunities, or plaques distributed at the holiday gala. Carry
                  out the rituals in a way that’s first class.
               ✔  Develop a feeling of family by including spouses whenever
                  possible in the celebration and recognition.
               ✔  Ensure that recognition programs are alive and well at your
                  organization by putting in place a specific budget each year
                  for these events and activities.
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