Employee Recognition - A Review of the Carrot Principle

By Bob Mason

I've always made it a point to recognize people who do good things. I think I got better results that way, though I've never been able to effectively quantify my beliefs. The Carrot Principle by Adrian Gostick and Chester Elton did two things for me. First, the authors confirmed, with empirical data, my belief in recognition as an effective management technique. Second they showed me that I hadn't been doing it right, or at least as well as I could have been. Have you ever thought of recognizing new people at the 90 day point?

Using four leadership tenets as a baseline, the authors show how effective recognition can act as an accelerator that will take organizations to new heights. They show how a business with marginal employee engagement improves with an effective recognition program. What I think is more significant though is how employee engagement improves at an already successful business when a recognition program is in place. Some leaders provide recognition but expect something in return; the "Expectors". Others, the "Altruists" feel a need to recognize people. I found this a very fine line. If, as a leader, I'm going to spend resources to recognize people, I do expect them to continue producing results. As the authors point out, recognition improves the bottom line. The "Altruists" though, go above and beyond just a mechanical "do this and I'll give you that" type approach. Their personalized and careful approach to recognition is, well, altruistic and they are much more successful. This is when the "acceleration" occurs.

What first drew me to The Carrot Principle was the promise of results from a worldwide study on the effects of recognition in the workplace. Does recognition work as a motivator across cultural boundaries? Quite simply, Yes! Though the authors cite some specific cultural differences in the most effective way to recognize, the data from over 10,000 people in 13 countries revealed that a good recognition program transcends culture.

I'm constantly amazed when one of the leadership tenets that I think should be obvious to the most casual observer apparently isn't. After all, how could a book that simply tells leaders to recognize their people be a national bestseller? The answer to that question is I believe, one of the reasons this book is selling well. (Its #6 on the New York Times Hardcover Business Bestseller list). A good recognition program is not as prevalent as it should be. I was amazed at the results of the authors' study that revealed a staggering 74% of leaders worldwide don't have an effective recognition program.

The authors point out that several large companies actually have a department in charge of recognition run by a senior level manager. These departments coordinate the program and train the company's leaders to properly recognize their people. That worries me as I've noticed an interesting paradox in leadership and management. In order to properly implement a new management program, it's often necessary to create an office that manages training for and implementation of that program. However, as soon as that office is up and running, it tends to toll the death knell of the program it is supposed to be championing. I find there are two reasons for this. First, the new department draws resources, and second, it is usually staffed with highly motivated people who tend to push for more and more growth. I hope this is not the case for companies who form a department to make an effective recognition program work. The authors understand that there are resources required to create and sustain an effective program, and even spell out suggested spend plans.

If you aren't sure if you should buy this book, go to the library or bookstore, open the book to page 172 and glance through the 125 recognition suggestions. If you can go through all 125 without saying "I hadn't thought of that," then you may not need the book. While you have it in your hand though, take a peek at the other chapters and then go buy the book. I found it to be a valuable how-to guide to a great recognition program and I believe you will too.

Bob Mason is a speaker, trainer, facilitator and president of RLM Planning and Leadership, a consulting firm dedicated to helping businesses meld smart strategic planning with leadership excellence. To receive his newsletter with this review and other articles, go to http://www.planleadexcel.com/tinc?key=TDbJOb7x&RegistrationFormID=64197, or visit his website at http://www.planleadexcel.com

Article Source

Employee Recognition - A Review of the Carrot Principle