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Opportunity as Recognition

Written by: Cindy Ventrice

Article Overview: In Make Their Day! Employee Recognition That Works, Cindy Ventrice outlines the four elements of recognition. The least understood element is Opportunity. This article explains why opportunity is an important part of the recognition equation.

Opportunity as Recognition

“I was given a tough customer to assist. The underlying message was ‘We don’t entrust really important relationships to just anybody. We believe in you. You have proven yourself.’ After I was successful, they let me pick from a catalog of gifts. The opportunity was the recognition, but the mixer I selected reminds me of it-every time I walk into the kitchen.”

This was a direct quote from an employee interview that was part of the research completed for the book Make Their Day.

In this employee’s own words, “the opportunity was the recognition.” Most managers weren’t taught to think that way, but employees do. As a matter of fact, the majority of examples provided included some sort of opportunity.

Along with respect, praise, and thanks, opportunity is one of the four key elements of recognition that works. While respect is the core element and must always be present, it is also the least tangible. It is hard to point to it and say “This is recognition.” Praise and thanks are both important ways to tell someone they are appreciated, but opportunity... opportunity provides substantial proof that employees are valued.

Valued opportunities can take many forms. Promotion is the most obvious. A promotion tells everyone that this employee is ready to take on greater responsibility. It validates his or her importance. Employees also describe the recognition value of receiving training or coaching. Training is proof that they are worth investing in. Many describe new assignments and new responsibilities as valued opportunities. One employee said representing her boss on a panel discussion was an opportunity she will never forget. And as the opening example demonstrates even working with a difficult customer can be seen as a positive opportunity.

You might be thinking, “Not the people I work with. They are so busy that that a new opportunity would be perceived as nothing more than additional work to do.” You wouldn’t be the first manager to think this is true, especially as overworked as employees tend to be these days. Test out your theory, and you might be just as surprised at the results. Here is what a couple of doubting managers had to say after they started talking to employees about new opportunities:

Tech Manager: “It was surprising to discover for myself that people really do want to get involved in new things even though they already have so much to do.”

Regional VP of Sales: “I asked an employee about his career aspirations. He said no one had ever cared enough to ask before.”

What opportunities can you provide for employees? It doesn’t have to be as substantial as a promotion. Talk with them and identify a new skill they would like to develop or a talent they would like to use. Then give them an opportunity to develop the skill or use the talent, even if it is short term or for only a few hours a week. You will be surprised at the renewed energy your people bring to the workplace.

Copyright 2005 Cindy Ventrice

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Article Tags: boss, coaching training, core element, difficult customer, elements, matter of fact, mixer, panel discussion, praise and thanks, relationships, substantial proof



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