It seems that the world loves certification. If the competence of a supplier can’t be determined, or testimonials aren’t available, a piece of paper with a seal and signature will often do just fine. If you can build a business around providing this certification, all the better…
Introducing the ‘Positive Recognition Accreditation Test’.
Follow these steps:
- Print this questionnaire.
- Choose the best answer for each question using an HB pencil, making sure to completely circle your answer.
- Attach a recent picture of yourself, and two proofs of purchase.
- Wad up the papers and throw them out the nearest window.
- Stop worrying, our process is really advanced, we will get your submission.
- Please allow 36-48 weeks for delivery of your certification.
- Once confirmed, please be sure to use ‘PRAT’ after your name, and wear your new found accreditation proudly.
When should these meetings occur?
- Do them along with the corporate performance review cycle; once a year should do it.
- As a rule, every time you present your employee’s work as your own, you should take the time to provide them positive feedback.
- As close as possible to when the positive behaviour or outcomes were observed, in order to have the greatest positive benefit.
What is the best way to set up a recognition session with an employee?
- Inform the employee that you need to talk to them about ‘an HR issue’.
- “You, in my office, now!”
- Set up a short meeting with the employee regarding ‘positive feedback’ at a time where you can give them your undivided attention.
What is the appropriate agenda for the meeting?
- Set aside time to get to know each other, as this is the first time you realized that this person even reports to you.
- Time is money, make sure to ask the employee for other things you need to get done while they are basking in your adulation.
- Stick to providing the positive feedback, otherwise the session won’t really be a reward.
What is the best way to provide the feedback?
- Buzzwords, lots of buzzwords. e.g. “That was some real client-oriented best-in-class hyper-collaboration in execution our game plan! You’re really taking it to the next level!”
- High-five, low-five, round the back, over the top handshake.
- Use precise, descriptive terms that indicate observed behaviours and how they related to positive outcomes.
How do you close the meeting?
- Say “Now go get ‘em champ!” as you smack their butt on the way out the door.
- Hug it out.
- Ask the employee to think on how to continue to build on this success, and to bring this up at the next performance & goal-setting review.