Human Resources and Talent ManagementEmployee Engagement
Introduction
“O Great One! A Little Story About the Awesome Power of Recognition” by David Novak is a compelling exploration into the impact recognition can have on both employees and organizations. Novak, who is the former CEO of Yum! Brands, uses a storytelling approach to illustrate his points, presenting practical advice that can be implemented in workplaces to enhance employee engagement and drive success.
Main Story and Themes
The narrative follows Jeff Johnson, a newly-appointed CEO of a struggling company, who stumbles upon his grandfather’s (referred to fondly as “OGO” for “O Great One”) box of mementos. The contents are steeped in memories of sincere recognition that trigger an epiphany for Jeff: authentic recognition is the key strategy to turn his company around.
Major Points and Actions
1. The Power of Genuine Recognition
Key Point: Genuine recognition can transform workplace culture and employee morale.
- Concrete Example: Jeff recalls how his grandfather OGO’s tradition of giving a meaningful, personalized “OGO Award” made lasting impressions on people. The award was simple yet heartfelt, symbolizing appreciation for the person’s character and contributions.
- Action to Take: Implement a personalized recognition program in which managers acknowledge specific contributions and qualities of employees, rather than generic praise.
2. Personal Storytelling
Key Point: Sharing personal stories fosters authenticity and connection within the team.
- Concrete Example: OGO initially created the award to thank a neighbor who helped him during a hard time. Sharing this personal story made the award far more impactful and heartfelt.
- Action to Take: Encourage leaders to share personal stories when giving recognition, to create a meaningful connection and inspire others.
3. Make Recognition a Priority
Key Point: Prioritizing recognition as a strategic initiative can enhance employee engagement and retention.
- Concrete Example: Jeff institutes regular team meetings where employees can recognize each other. This not only boosts morale but also highlights unnoticed contributions.
- Action to Take: Schedule regular “recognition sessions” where peers can highlight each other’s accomplishments, ensuring no good deed goes unnoticed.
4. Recognize Effort and Progress, Not Just Outcomes
Key Point: Recognizing the effort and progress encourages continued perseverance and improvement.
- Concrete Example: Jeff takes notice of an employee who is consistently improving a project, even if the final outcome isn’t perfect. By acknowledging this growth, he motivates the employee to keep pushing forward.
- Action to Take: Focus recognition on the process and improvements employees make, not just the end results. This nurtures a growth mindset and continuous improvement.
5. Create a Culture of Recognition
Key Point: Build a culture where recognition is a shared responsibility and becomes part of the organizational fabric.
- Concrete Example: Jeff’s company develops “Recognize the Recognizers” initiatives, where those who actively recognize others are also recognized, creating a positive feedback loop.
- Action to Take: Develop formal and informal recognition programs that encourage employees at all levels to recognize each other’s efforts, thereby embedding recognition into the culture.
6. Encourage Peer-to-Peer Recognition
Key Point: Recognition from peers can be just as powerful, if not more so, than recognition from supervisors.
- Concrete Example: The introduction of peer-nominated awards at Jeff’s company sees a significant uptick in employee satisfaction and camaraderie.
- Action to Take: Establish a peer recognition system where employees can nominate and reward each other for exemplary actions and contributions.
7. Public vs. Private Recognition
Key Point: Understanding when to use public versus private recognition ensures the gesture is appreciated and effective.
- Concrete Example: Jeff learns that some employees prefer private acknowledgment due to their personality or the nature of their accomplishments, while others thrive on public recognition.
- Action to Take: Tailor recognition to individual preferences by asking employees how they prefer to be recognized, and make sure to respect their wishes.
8. Immediate Recognition
Key Point: Timely recognition has a greater impact than delayed acknowledgment.
- Concrete Example: Jeff implements a policy where managers are encouraged to recognize efforts in real-time, capturing the moments when the contributions are fresh and most meaningful.
- Action to Take: Train managers to provide immediate and specific recognition to employees as soon as they observe praiseworthy actions.
9. Use Multiple Channels of Recognition
Key Point: Utilizing various channels to deliver recognition can reach a broader audience and resonate more deeply.
- Concrete Example: Jeff’s company uses newsletters, email bulletins, and social media shout-outs alongside in-person and written notes to celebrate employee achievements.
- Action to Take: Diversify the methods of recognition to include both digital and face-to-face options, as well as public forums like newsletters and social media, to ensure recognition is widespread and accessible.
10. Encourage Leaders to Set an Example
Key Point: When leaders actively model recognition behaviors, it sets a standard for the entire organization.
- Concrete Example: Jeff makes it a point to personally recognize employees he observes making a difference, setting an example for his leadership team.
- Action to Take: Incorporate recognition practices into leadership development programs and hold leaders accountable for recognizing their teams.
11. Measure the Impact of Recognition
Key Point: Tracking the outcomes of recognition programs helps to refine and improve them.
- Concrete Example: Jeff’s organization starts measuring engagement levels, turnover rates, and productivity before and after implementing their recognition program to gauge its effectiveness.
- Action to Take: Develop metrics to track the impact of recognition initiatives, such as employee survey scores, retention rates, and performance indicators.
12. Foster Inclusivity Through Recognition
Key Point: Inclusive recognition practices ensure every team member feels valued and seen.
- Concrete Example: Jeff ensures that the recognition program is equitable and inclusive, celebrating diverse contributions and making everyone feel valued.
- Action to Take: Regularly review recognition practices to ensure they are inclusive and equitable, and make adjustments as needed to address any biases.
Conclusion
In “O Great One! A Little Story About the Awesome Power of Recognition,” David Novak presents a profound yet practical case for the power of recognition in the workplace. Through the story of Jeff Johnson and his transformative journey, Novak highlights how sincere, timely, personalized, and inclusive recognition can significantly enhance employee engagement, foster a positive company culture, and drive organizational success. The actionable steps provided offer a roadmap for leaders and organizations to harness this powerful tool and create environments where everyone feels acknowledged and motivated.