As managers, we often forget that salespeople have a very high ego-drive (how is it possible to forget that?). As we tighten budgets while at the same time demanding more from our people, one of the simplest things we can do is make a personal effort to “reward” our staff with guidance, kudos, and enthusiastic compliments. For example:
1. Express Appreciation. When management recognizes and expresses thanks for their efforts, personal and group morale will rise. How hard is that? So when your people make noteworthy contributions, express your appreciation promptly, often, and with sincerity.
2. Don’t Praise mediocrity. But be careful, recognition applied improperly can damage morale. Don’t praise anyone who you even suspect has not given their best. They will --- and more importantly --- others will notice, diluting the impact and the meaning of your recognition efforts.
3. Be Open. Managers who willingly take the time to sit down with their team --- individually as well as in groups --- to discuss the changes and listen to their suggestions will improve work-group attitudes. And if you set a true “open door policy” make sure you adhere to it, and let staff members know their ideas were heard --- and if appropriate --- acted upon. (Giving you another opportunity for recognition!)
4. Bespecific. Provide specific performance-related feedback and explain how it has contributed to the organization’s (or their department’s) success.
5. Reward innovation. Your team will “step up” if they know that they will be rewarded for developing new ideas and taking initiative. Find ways to help them break out of their silos and think “outside the box.”
6. Solicit input. Employees feel better about working for organizations that involve them in decisions affecting their jobs and careers. Bring them into the process where appropriate, and then be prepared to act on valid suggestions.
7. Don't overreact. This is an age-old management rule, to assure that employees feel the environment is such that they can freely share issues, and not hide problems.
8. Catch them in the act. Do you remember MBWA (Management By Walking Around)? One of its benefits is that you can sometimes catch employees “doing something right.” And don’t just walk around the home office…include field locations to genuinely observe what’s going on. An unexpected pat on the back goes a long way.
9. Stay positive. Simple but effective. Research shows that positive reinforcement increases the frequency of the desired behavior and generates good feelings between employees and the organization. DUH!
10.Play it up. Make a big deal out of little things. Celebrate success, both formally (recognition programs, articles in the company blog or newsletter, etc) and informally (as outlined above).
It ain’t rocket science.
“Don't worry when you are not recognized, but strive to be worthy of recognition."
--Abraham Lincoln, 16th U.S. president