Peer RecognitionCo-workers: a potent source of recognitionThe conversation occurred years ago, but it is still fresh in my mind. An elementary school teacher proudly recalled a compliment she had received from the teacher who taught next door. “I really appreciate getting students in my class that you had the year before,” the colleague said, then continued, “They are so ready to learn and excited about learning.” From what I have learned from listening to participants in my seminars and from reviewing responses to staff attitude surveys we have conducted for clients, I know how much workers from a variety of industries crave recognition. They want to know that someone notices what they do, and values and appreciates them for their efforts and accomplishments. The usual response to low staff recognition scores is to focus on those in supervisory roles. What are managers doing to recognize staff? Why aren’t they doing more? How could they do a better job of recognizing staff? While it is appropriate to encourage those who supervise to do more, managers should not be seen as the only source of recognition. To do so overlooks a much more potent source of meaningful recognition – co-workers. There may be no more powerful type of recognition than peer recognition. Who knows better what an employee does than someone who does the same or a similar job? Certainly not a manager tucked away in her office or always being called away to meetings. Co-workers know what is needed to be successful, which gives their words of praise great credibility. Unlike supervisors, co-workers are usually there to witness others doing their jobs well. They can recognize co-workers instantaneously when they see behaviour that is essential to success. It is easy for you, as a supervisor, to facilitate peer recognition:
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