I announced in May, 2010, the 52 - Week Employee Recognition Plan. This is the 15th week of that plan. The lesson this week is:
Hold them accountable.
Recognize what they do. Recognize what they don’t, too.
How do you recognize someone if you fail to hold them accountable?
The every kid deserves a trophy mindset is great for t-ball. But, now we’re all grown up or supposed to be, anyway.
recognition includes accountability.
Sure, it’s uncomfortable. Who likes accountability when you would prefer to be invisible, your results left unrecognized? Who likes the conversation when you have to ‘hold them accountable’?
No one.
But those around you know you are willing to do the dirty work, deliver the uncomfortable accountability, message of recognizing their effort. And holding those accountable who interfere.
Holding people accountable lets those around them know their effort and work, achievements and success, are important. They are recognized.
It communicates expectations. It is the behavior of a desirable role model. They will emulate that now and begin to hold themselves and those around them accountable, too. Everyone will expect it, see it as the norm.
It’s surprising how quickly cynicism and sarcasm, indifference and intolerance, disappear when accountability among the members is the norm. And in their place comes results, learning, growth, goals reached, new ideas...
And likewise, when you yourself are accountable to thos around you, then you recognize them as partners, as peers, whose opinions and world are important. And you recognize your role in creating it.
Clearly this deserves a longer post. I skim over how to communicate, when to communicate, clear expectations and connect meaningful incentives to a shared goal and common purpose.
But... the bottom-line for this conversation is
Hold them accountable.
If you haven’t held them accountable or been accountable yourself, start now. You need to catch up. The first steps could be more like first stumbles. But get started now. They’ll appreciate your efforts once they see you’re consistent. And it will empower them to hold themselves and those around them accountable, too.
You can start with any week of the 52-Week Employee Recognition Plan and make that your first week.
You can take one of those weeks and turn it into a month or commit to an accelerated pace and complete 6 of the weeks in one month.
You can create your own week of employee recognition. Share that journey here. Share it in your blog or Twitter or Facebook.
But do something to recognize your employees! They set your brand apart as your ultimate competitive edge. And the more you recognize their achievements, the more achievements you'll see and they'll enjoy, along with your customers and and shareholders, partners and vendors.
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