Post by Lorna Beaton on Oct 20, 2021 13:55:18 GMT
Share a story about a time when you received thanks or recognition for something you had done and how it made you feel?
My very first really big recognition was in my first managerial position. I made an immediate impact setting up several new projects in a very deprived area. Our competitors across the UK were struggling to set up any projects. These projects were very high profile government funded projects so there was significant pressure on making them work. 12 key deprived areas across the UK were identified by government and ring fenced funding.
With each quarterly milestone reached my manager at the time made sure we had a budget for food, drinks and prizes, prizes were always individualised. My manger made the CEO aware of my immediate impact and as such in my first year with the company I was invited to the annual corporate awards ball. I went on to attended two leadership development programmes, 1 of which was a week in Austria (which was one of the moist amazing experienced of my life!) and my career fast-tracked.
Then share a time you didn’t receive acknowledgement for something you thought was important (a special achievement, extra hard work, etc.) How did it make you feel then? Why is it important to give recognition and positive feedback?
A situation from a long time ago that has stick with me in when I entered a company via TUPE (TUPE is when you move from one organisation to another, or you are made redundant due to a contract being taken over). TUPE is a very stressful time for all concerned. Overnight you move from one organisational culture to another not to mention all the practical and process changes you face.
As I had built a very successful career with my previous employer I was keen to convey a good first impression to my new employer. In my first 2 weeks I visited all operational sites, sat down with all my allocated team members on a 1-2-1 basis to get to know them, listened, set standards, and created processes to manage performance that did not exist and provided that all important emotional support. This was all achieved in the face of no support, training or standards being set personally for me. It saddened me that the leaders of this new organisation were uninterested in my approach, dedication and it gave me the impression they did not care about this incoming cohort of new staff and did not value their skills and experience. This was especially hard as I had come from a very high recognition culture. Many people left the company during their first month. I believe if there had been more focus on recognition at the time more good people would have stayed.
Post your score and share your thoughts about your score. Do you think it is accurate? Why or why not?
Score: 172. Going into this exercise I thought I would score in a high range, so it was interesting to find I was not in the highest range. However, as I was rating some of the specific questions, I could honestly see areas that I could do better with. I only sometimes do recognition events whereby I used to do this type of recognition all the time. I pride myself on recognising others but could get back to doing some special events and working on my storytelling aspect of recognition and encouraging others to do the same. I, do not get turned off by recognising people for things they are paid to do. We are at our work a large portion of our lives and I believe it is important for people to be recognised for their contributions and for them to feel good about it.
My very first really big recognition was in my first managerial position. I made an immediate impact setting up several new projects in a very deprived area. Our competitors across the UK were struggling to set up any projects. These projects were very high profile government funded projects so there was significant pressure on making them work. 12 key deprived areas across the UK were identified by government and ring fenced funding.
With each quarterly milestone reached my manager at the time made sure we had a budget for food, drinks and prizes, prizes were always individualised. My manger made the CEO aware of my immediate impact and as such in my first year with the company I was invited to the annual corporate awards ball. I went on to attended two leadership development programmes, 1 of which was a week in Austria (which was one of the moist amazing experienced of my life!) and my career fast-tracked.
Then share a time you didn’t receive acknowledgement for something you thought was important (a special achievement, extra hard work, etc.) How did it make you feel then? Why is it important to give recognition and positive feedback?
A situation from a long time ago that has stick with me in when I entered a company via TUPE (TUPE is when you move from one organisation to another, or you are made redundant due to a contract being taken over). TUPE is a very stressful time for all concerned. Overnight you move from one organisational culture to another not to mention all the practical and process changes you face.
As I had built a very successful career with my previous employer I was keen to convey a good first impression to my new employer. In my first 2 weeks I visited all operational sites, sat down with all my allocated team members on a 1-2-1 basis to get to know them, listened, set standards, and created processes to manage performance that did not exist and provided that all important emotional support. This was all achieved in the face of no support, training or standards being set personally for me. It saddened me that the leaders of this new organisation were uninterested in my approach, dedication and it gave me the impression they did not care about this incoming cohort of new staff and did not value their skills and experience. This was especially hard as I had come from a very high recognition culture. Many people left the company during their first month. I believe if there had been more focus on recognition at the time more good people would have stayed.
Post your score and share your thoughts about your score. Do you think it is accurate? Why or why not?
Score: 172. Going into this exercise I thought I would score in a high range, so it was interesting to find I was not in the highest range. However, as I was rating some of the specific questions, I could honestly see areas that I could do better with. I only sometimes do recognition events whereby I used to do this type of recognition all the time. I pride myself on recognising others but could get back to doing some special events and working on my storytelling aspect of recognition and encouraging others to do the same. I, do not get turned off by recognising people for things they are paid to do. We are at our work a large portion of our lives and I believe it is important for people to be recognised for their contributions and for them to feel good about it.
