I'm assuming you are referring to formal recognition as informal recognition should happen frequently (ideally weekly) to reinforce intrinsic motivation.
Other than a monetary reward, you could consider:
1. Investing in their personal development, even if what they want to learn is not directly focused on their current roles.
2. Giving them a stretch assignment - you are helping them grow and acknowledging their ability to take on a challenge
3. Giving them some time off
If you haven't read it yet, read The Carrot Principle as it provides a couple of hundred good ideas for non-monetary recognition.
Kiron Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
You recognize them by empowering them to do their jobs. Give them support and authority to go along with the responsibility. When warranted give them promotions and pay raises.
A plaque on the wall naming them 'employee of the month' or a personalized coffee cup, or even a free lunch, does not do it, it just emphasize how cheap you are. Saving Changes...
Agree with Kiron, and will add, communication. Saving Changes...
Thomas WalentaGlobal Project Economy ExpertHackenheim, Germany
LuAnn,
I do not recognize people after a schedule or process, for me it is a human interaction meant to reenforce behavior, so you need to recognize people when they exhibited this behavior.
And I believe it is more about changing our own behavior towards more empathy and feedback. Best done in microsteps, e.g. plan to recognize people every day and do it. May feel awkward in the beginning. After 2-3 weeks this might become an automatic habit.
As to readings, google the power of thank you or the power of gratitude.
The word recognition points to what is important: recognizing the others as they are, ask for their feelings, look into their eyes, smile, nod, pad their shoulder or even hug.
Thomas Saving Changes...
Teodora TodorovaIT Project Manager| INDUSTRIA TechnologySofia, Bulgaria
LuAnn,
I would add to all the above comments - you need to understand what kind of person you want to recognize and what motivates this person.
For example some people are motivated by public praising recognition rather than money/time off or plaque. Others don't like the spotlight but would love to have a stretch assignment.
As a PM and employee I would appreciate if my manager tries to know me better as a person at first place and recognize me the way that suits me best. Saving Changes...
Bill DowPMO Director| University of WARenton, Wa, United States
I actually been running a PMO Professional of the month award in my PMO and it works great. Each month, one PM is recognized and I have one of my managers write up the recognization for the employee. I have done this across several PMOs and end up giving them a trophy which they share from PM to PM. It is just a fun way to recognize their great work. Saving Changes...
