http://www.wrightresults.com/blog/employee-engagement/2008-04-02/another-word-for-r/ Building better employee engagement Wed, 04 Jan 2012 20:34:44 +0000 http://wordpress.org/?v=2.9 hourly 1 http://www.wrightresults.com/blog/employee-engagement/2008-04-02/another-word-for-r/comment-page-1/#comment-73 Tim Wright Thu, 03 Apr 2008 22:21:51 +0000 http://wrightresults.com/wordpress/?p=456#comment-73 Derek, I'm eager to visit and read your postings. I do agree, completely, that appreciation, recognition, validation can and should come from as many directions, as many people as possible. Not just from the manager above. From time to time I wrestle with the dilemma: seeing all the change I want to see versus working toward the change that is viable at present. There's truth both to Gandhi's "You must be the change you want to see in the world." and Bill Wilson's "One step at a time." Tim Derek,
I’m eager to visit and read your postings. I do agree, completely, that appreciation, recognition, validation can and should come from as many directions, as many people as possible. Not just from the manager above.
From time to time I wrestle with the dilemma: seeing all the change I want to see versus working toward the change that is viable at present.
There’s truth both to Gandhi’s “You must be the change you want to see in the world.” and Bill Wilson’s “One step at a time.”
Tim

]]> http://www.wrightresults.com/blog/employee-engagement/2008-04-02/another-word-for-r/comment-page-1/#comment-74 Derek Irvine Thu, 03 Apr 2008 20:24:39 +0000 http://wrightresults.com/wordpress/?p=456#comment-74 Tim, I wholeheartedly agree with your message. One of my favorite Gallup quotes is: "Positive words have been found to activate regions of the brain related to reward. One employee Gallup interviewed tried to put the effect into words: 'For me, receiving praise and recognition kind of sets off a little explosion inside. It's kind of like, "Oh, that was good, but you know what? I can do better." It helps give you that drive to want to continue achieving, doing yourself one better.'" (Gallup Management Journal, August 9, 2007, The Fourth Element of Great Managing) We've been shouting the importance of establishing "cultures of appreciation" -- based largely on saying thank you consistently and frequently -- in global organizations. Wouldn't it be even more powerful to have those thank you notes be able to come from any sector -- your manager, another manager, your peers? And then have those TYNs trackable so that your direct manager knows how appreciated and valuable you are to the organization? I've blogged on this topic myself a good deal, most pertinently here: http://globoforce.blogspot.com/2008/03/question-of-engagement.html. I'd love to hear your comments back. Tim, I wholeheartedly agree with your message. One of my favorite Gallup quotes is: “Positive words have been found to activate regions of the brain related to reward. One employee Gallup interviewed tried to put the effect into words: ‘For me, receiving praise and recognition kind of sets off a little explosion inside. It’s kind of like, “Oh, that was good, but you know what? I can do better.” It helps give you that drive to want to continue achieving, doing yourself one better.’” (Gallup Management Journal, August 9, 2007, The Fourth Element of Great Managing)
We’ve been shouting the importance of establishing “cultures of appreciation” — based largely on saying thank you consistently and frequently — in global organizations. Wouldn’t it be even more powerful to have those thank you notes be able to come from any sector — your manager, another manager, your peers? And then have those TYNs trackable so that your direct manager knows how appreciated and valuable you are to the organization?
I’ve blogged on this topic myself a good deal, most pertinently here: http://globoforce.blogspot.com/2008/03/question-of-engagement.html. I’d love to hear your comments back.

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