But It’s their Job!

A few months ago a manager said to me, “I’m saving my positive feedback for work that goes above and beyond.  Why praise for doing well on day-to-day tasks?  It’s their job after all!”

This was not first time I’d heard this so I had my answers ready.  I showed him the Gallup research that linked praise for good work to a strong and productive workplace.  We discussed the importance of reinforcing what works so it will continue and how individuals appreciate the praise because it shows the manager is paying attention.

I reminded him about tailoring the type and amount of praise to individual, and then I suggested this guideline that an HR VP once shared with me:

Give positive feedback for good performance on the job.  Give monetary rewards (bonus, raise, stock) for going above and beyond.

The manager thought about it and agreed it made sense.  It would allow him to use his limited pool of money where it would have the most impact and still provide encouragement.

When I checked back with him to see how his new plan was going, he said he had noticed increased enthusiasm and productivity.  And he said he felt more connected to his employees. So, it turns out that by following this guideline everyone wins – the employees, the manager, and the company.