Yet most managers do not understand or use the potential power of recognition and rewards. This is true even though 33 percent of managers themselves report that they would rather work in an organization where they could receive better recognition. What most motivates people who work for you is recognition. The only time I ever hear anything is when I screw up. I never hear when I do a good job.
Managers have fewer ways to influence employees and shape their behavior.
Managers increasingly must serve as coaches to indirectly influence rather than demand desired behavior. In tight financial times, rewards and recognition provide an effective low-cost way of encouraging higher levels of performance from employees. Studies indicate that employees find personal recognition more motivational than money. 89 percent of American workers think their companies would perform better if employees were given meaningful incentives to improve quality and productivity.