Manager: Tell your employee that you received the final report on the team
project. Thank him or her and hand the employee an invitation to a
celebration.Step 2: Discuss the two role plays.
Ask employees in the first role play how it felt in the second role play.
(Have them try to stay in character when they explain.)
Ask managers what kind of results you are likely to get with the first
method. What about the second?
Then ask everyone: How can we recognize employees for their work,
yet still give the necessary criticism constructively?”
Discuss participants’ ideas on this question. Then ask, “Which
works best? To ignore? To give negative feedback? Or to give positive
feedback?”
Someone will invariably point out that the opposite of love is not
hate—it is to be ignored. So, the worst thing to do is to ignore the
person’s effort or accomplishment. Being negative is the next worst.Step 3: Positive feedback works best, yet it is the least used. Cite the following
and write it on a flipchart, if possible, so people can copy it down:
What do employees want from their employer or leader?
58%–To use my time wisely
52%–To have a well-managed company
50%–To use my talents sensibly
41%–To assign me only clearly defined tasks
39%–To provide experiences that will enhance my career
31%–To thank me!Distribute Handout 49.2, Keep the Flame Burning–Recognizing Others,
then continue your presentation by pointing out these interesting facts
(first quiz the group on what they think):
The number one reason why people leave their positions is lack of
praise. In one study, managers listed “money and job security” as the top
motivator they thought employees would want. What did employees
list? Full appreciation for a job well done!BRING OUT THEIR BEST!^299