Employee recognition programs have come a long way.
“Management” has finally realized that engaged and thinking employees are a good thing and they’ve shuffled off the coil of the industrial revolution mindset. If my google reader is any judge of the corporate zeitgeist, many companies are instituting strategic recognition and taking the time to invest in engagement initiatives.
But that shouldn’t stop us from asking more questions and testing new ideas.
One that I’ve been noodling the past few days is about the whole idea of “manager to employee” recognition.
From the Castle
In many programs there is a subset of recognition – typically driven by nominations – whereby “management” reviews submitted nominations and chooses a worthy recipient. I like the idea of nominations. What I’m wondering about is the selection process.
When I see that process I think of royalty, surveying their domain and picking a worthy serf to hold up to the masses...
“See, I am magnanimous. I am aware and connected to your strife and your lot in life. I will show the world I am good and generous by bestowing this award upon you. Now, take a knee and I’ll tap first your left, then your right shoulder with this crystal trophy somewhat resembling a flame or a claret jug (or both.)"
Here’s what I’m thinking now…
Studies show that managers are the real drivers of engagement. Sure, you can have Congress-worthy benefits and haute cuisine in the company café, but if your manager is a dolt – no amount of “manager to employee” recognition is going to create engagement. Bad bosses and bad management trump employee recognition and engagement initiatives every time.
Sooooo…
What if we started nominating “bosses” and had their performance reviewed. What if the employees vetted the nominations? Also, what if a portion (a sizeable portion) of a “managers” performance review was based on nominations from the “rank & file.” And what if the impact of these nominations increased based on the manager’s level in the organization (meaning the CEO could have 90% of his compensation based on how well people in the org thought s/he was doing – the Sr. VP of Product Alignment would have 70% of s/he comp tied to it somehow – and so on.)
That would change a few things wouldn’t it.
But let’s just take away the comp discussion for a minute.
Why not just do the recognition program? Why not? Permission is much harder than forgiveness.
The Challenge…
Hey – brilliant gal or guy in IT – set up a website untraceable to you – load up the managers in the org – allow for anonymous profiles (include some way of vetting that everyone really is an employee – I’m sure you could figure out a way) – and then allow those folks to start rating managers (kind of a “hot or not” thing maybe). Let it loose on the organization.
At first it will probably be abused – but once a couple of managers see that they are getting good marks for transparency and authenticity it will start to carry some weight. Once a few Sr. VPs get their comeuppances – some of the C-Level might take note.
Bottom line – everyone wins.
Unless of course it becomes a real cluster – which would also indicate you’ve got a real culture and management issue anyway.
Before the haters jump in – I know the first thing you’ll hear...
"What makes employees think they know what good management is? Why should they rate me? I’ve been to school and I’ve got the annual training on diversity and sexual harassment. I’m a ‘Manager’ with a capital ‘M.’”
Yeah… I get that.
And if you really were a manager worthy of the title – you would think this is the greatest idea since my[_______].
Whaddaya think – is this great or what?
seems like the pirates did something close. and it worked for years. if ya suck, ya swing from the yardarm. if ya can lead, ya gets reelected. I'm good with that.
Posted by: tyler durden | August 16, 2011 at 08:43 AM
There might have been a bit more of an incentive tho... like your life...here we're usually only worried about stock options...
Posted by: Paul Hebert | August 16, 2011 at 08:48 AM
Paul --- I like it. And I like the "Clandestine" approach, because the real problem (and you know who I'm thinking about, right?) is the orgs that need management ratings by employees the worst would be the last ones to implement it. So we need a "Pirate Radio" type of approach. Bravo!
As ever: You da MAN!
Posted by: Scott Crandall | August 17, 2011 at 10:35 AM
Interesting, Paul. But can't say I'm a fan of the anonymous approach - even if what is said anonymously is positive. It's too easy to hide behind anonymous or choose not to act "because who would know."
Frank Roche, whom I greatly respect, said something quite interesting a couple of years ago now:
“I don’t remember what age I was when I noticed that people no longer told me that I was doing a great job. It’s not like I stopped doing good work — it’s that people think that once you get to a certain age or certain place in life that you don’t need praise anymore. … But what I do realize is that people need praise throughout their careers. Senior managers like to hear that they’re doing well as much as they did when they were junior functionaries. It applies to everyone — the price of praise is free. Tell someone today.”
The rest of my thoughts and comments on that here: http://www.recognizethisblog.com/2009/11/tenet-of-strategic-recognition-opportunity-for-all/
Posted by: Derek Irvine, Globoforce | August 20, 2011 at 10:16 AM
Two issues in my mind here...
1. Stop getting feedback as you rise up the ladder - that's a management issue at the top. Too often we substitute stock price for performance review. Not good.
2. Feedback on the "way" you do things... that can only come from rank & file (IMHO) - and with a power position you don't get frank feedback. In my post I did put the challenge out there that there needs to be a vetting process so we know that folks are employees - so it isn't wide open - however, no one in a power position will ever get real feedback without the anonymity factor. That's just human nature. I'd rather get feedback that is 70% reliable allowing for the haters and just plain weirdos than no feedback at all.
Posted by: IncentIntel | August 22, 2011 at 07:27 AM