One of the key principles of employee recognition is that you get what you reward. This idea seems simple enough, but often, managers and executives inadvertently reward the wrong behaviors. The following table shows you how to recognize to get the desired results; it also warns you about common “misrecognitions.”
| If You Want . . . | Then Recognize . . . | Not . . . |
|---|---|---|
| Profits | Profitable sales | Any sales revenue |
| Teamwork | Collaboration | Internal competition |
| Quality | Process improvement | Inspection |
| Effective training | Skills used on the job | Training time |
| High performance | Results achieved | Seniority |
| Problem solving | Problems found and solved | Problem hiding |
| Knowledge sharing | Organizational expertise | Individual expertise |
| Leadership | Quality of leadership | Just management |
| Creativity | Creative ideas | Conformity |
| Aiming high | Meeting stretch goals | Over-performance |
| Safety | Safe behavior | Reported accidents |
| Cost containment | Reduced spending | Keeping within budget |
| Customer service | Customer loyalty | Lack of complaints |