Today morning I have received an article in my inbox from a team manager development institute. Thanks to one of my manager for introducing this series of article. This manager is more towards theory and I would always get irritated by the way he manages because he read a lot articles and books on management. Talk about those theories without bringing those to action. He expect us to do these while he is an observer as if he is doing the right thing. Ok let me stop describing my manager and start talking about the article.
Article is about what or how should we reward the employee. The author beautifully talked about occasions we gift our friends and relatives and same thing link to employee’s rewards and recognition.
Author talked about the research they have done on gifting. it says that post gifting ,the goods value diminishes by a good percentage at the moment gift handover the receiver. So how can we make sure our gift has 100 % or more value. That is what all of us wanted when we gift anything to our friends and relative and of course to our employees.
Suggestions are very simple try to understand clearly what the receiver need the most and it is difficult take to identify. So if we struggle to understand the requirement of the receiver it is good to gift money or gift voucher. I have heard an advertisement of a shopping mall in a radio on promoting their gift voucher. Very simple ad where a girl asks her not to present her with anything just in case she doesnt like it, she doesnt want to disappoint him. Then father says that this time he is picking up a gift voucher from that particular mall and she can shop anything from that mall.
This advertisement sounded very cute and it makes sense also.
We cant have a gift fit for all employees in the organization and it very difficult to customize also. Other option maybe we can give options to choose. It’s again what and how many options can be given. Not necessary that everyone likes what we get them.
One of my friends received a shaded medal from his previous manager couple of months back. His manager told him that he found that medal from his drawer while he was cleaning up. This medal came to him couple of years back and he was honest enough to say that he forgot why it was presented to him. Even my friend doesnt remember the reason.
Here two things are highlighted , one is his manager's honesty andsecond, how my friend took it. Do you think that manager’s honesty has any value here? Only significant thing is how would have this receiver taken it? in this case my friend was hugely disappointed and started thinking how important he was when he was reporting that manager.
When we examine this shows the attitude of that manager that he is not even afraid to go back to the employee and say the shaded medal was supposed tobe handed over a couple of years back for an un known reason. Mistake is mistake but another way could be to call a team meeting and award this? I don’t think that will be appropriate.
But a lot of things we can take away from this example. First and foremost thing give high importance to your employee make sure that any appreciation for their great work should be given sufficient visibility on timely basis. It should go from the right people.
If we link this example with the above theory it is very simple, before awarding or gifting make sure that timing and how its following is important and try to see what they want. If difficult give the money and AA, appropriate appreciation!!
As the earth is round this story is also taking a 360 degree turn. My manager who helped me get this theory and my friend manager is same. We talk theory when it come to business and management, it is highly visible to all but those who do it practically correct are doing this differently and becoming successful managers or employers :)
Comments
Post a Comment