Interesting how managers react to Rewards and Recognition. Seems to me there are two purposes to award an employee for ‘over the top’ performance:
- First, of course, is to recognize extraordinary effort
- Second, and I’d argue at least as important, is to make the employee visible; to show others what type of behaviors and accomplishments garnish rewards
I’ve been a manager long enough to know that you simply cannot thank EVERYONE, all the time. But when I do recognize someone with an R&R, I’ve never considered it a ‘secret.’
Might have to rethink that in light of certain community events.
Here’s the story:
Employee is recognized by her boss with monetary recognition. Employee, gratified and downright proud (as she should be) updates her community status saying “Just rewarded Gold award for……Love this company.”
Manager, well, you guess.
He calls the employee into his office to explain that “talking about R&Rs” can cause problems.
Well, it can. As a Manager, our jobs include both recognizing AND encouraging positive contributions. Will others question why this employee received an award? I hope so – then they’ll know what level of effort and skill is required and will begin to strive.
Are “Secret” R&R awards a best practice in management?