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Electronic Newsletter                 Issue 2006-04


April 2006

In this issue Striking Statistic, Timely Tip, Reading Review, Computer Clue, Group Gathering and Quick Quote




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“To help organizations increase employee and system potential to produce results.”




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Copyright 2006

 Shirley Lee

All Rights Reserved

According to Kinsey & Company's "War for Talent" 2000, 65% of survey respondents cited "not feeling valued" or "insufficient reward or recognition" as their reason for leaving employer.


Rewards and recognition motivate people and make them feel important.  Motivated people have an increased potential for success in projects, careers, and business.  To better motivate people, make sure the reward and recognition program selected is one where everyone in the organization has an opportunity to be acknowledged and the program is recognized as valuable to the organization.


Below is what I believe are the minimum requirements of a good rewards and recognition program. 

Recognition should be:

  • Precise by giving individual or group detailed information on relevancy of what was done, as well as acknowledging when, where, why, and how it was done.

  • Principled by showing sincere and honest acknowledgement of an individual or group that supports organizational beliefs and vales through their commitment and accomplishments.

  • Prompt by giving well-timed acknowledgement as soon as possible after the event has occurred or action has been completed.

Rewards should be:

  • Personal by determining whether they prefer private or public recognition and communicating with the individuals involved to see what they prefer, whether it is an award, a gift, time-off, or money. 

  • Proportional by balancing the size or type of reward with the individual or group contribution and accomplishments as it relates to organizational goals.

  • Pleasurable means making things fun and entertaining through the event in which rewards are given or by the selection of a creative reward.


According to Dr. Gerald H. Graham of Wichita State University in a study of over 1500 employees, the top five motivational techniques are:

1. Personally congratulate employees who do a good job .

2. Write personal notes about good performance.

3. Use performance as the basis for promotion.

4. Publicly recognize employees for good performance.

5. Hold morale-building meetings to celebrate successes.


In her book "The Creative Communicator", Barbara Glanz shares ideas on ways to reward and recognize employees that included the following suggestions:

1. Give them affirming feedback.

2. Increase their responsibilities.

3. Allow them flex time for outside professional activities.

4. Invite them to lunch or dinner.

5. Give them tickets to an event.

6. Allow them to choose a special project.

7. Give them opportunities for special training.

8. Sponsor their membership in a professional group.

9. Give them a subscription to a professional periodical.

10. Purchase a book for their development.

11. Give them something for their work area.

12. Let them attend meetings in place of their manager.


For more great ideas, check out Bob Nelson's books "1001 Ways to Reward Employees" or "1001 Ways to Energize Employees."


Google "rewards and recognition programs" or "rewarding and recognizing employees" to see what options are available or what others may be doing.


If there is a need to come up with a new Reward and Recognition program quickly, I suggest getting the R&R team together to use a technique I call "RnRx30".  This technique uses group brainstorming to come up with at least 30 ideas and an implementation plan in about an hour using the following steps.

1.  Brainstorm at least 10 ideas that will cost nothing to implement.

2.  Brainstorm 10 or more ideas that may have a cost but will not be monetary rewards.     

3. List all the monetary rewards currently offered and brainstorm enough new ones to reach a maximum of 10.

4. Add potential costs to ideas from step 2.

5. Determine which ideas can be implemented within next 6 months without approvals.

6. Select at least 5 ideas from step 5 and make plans to implement those ASAP.

7. Plan a follow-up meeting to:

    a. Status progress toward plan created in step 6.

    b. Review remaining list and determine if any additional

        ideas should be selected and if approvals are necessary.


"In the arena of human life the honors and rewards fall to those who show their good qualities in action.” - Aristotle



Meet the Pros

Leadership and Learning Roundtable Discussions

offered by

Dallas ASTD

April 18, 2006

for details, go to  www.dallasastd.org


Topics include:

  • Building Momentum: Creative Ideas to Rev’ Up the Learning!

  • The Business of Business

  • 360° Feedback: Integrating Awareness into Training

  • The Learning Link to Business Objectives 

  • Training Options for Leadership Essentials

  • Evaluate to Accelerate Effective Training

  • Training One on One: Mentoring & Coaching Really Work! 

  • Enhancing Productivity with Assessment Tools




Team Building



Training Courses




Customized Events



Additional planning courses available:

  • Time Management

  • Workspace Organization

  • Meeting Management

  • Project Management Simplified


Also available organizing courses :

  • Problem Solving

  • Group Organization


Instead of courses, do you need an experienced

 Meeting Facilitator who can facilitate various types of meetings using different techniques?




Click cover above to order Paperback Book or below for

RARA A Meeting Wizard's Approach Kindle e-Book

Click cover above to order Paperback Book or below for

TAPP Steps in Time Mgmt Kindle e-book

OPIE Project Planning and Implementation for Team - Only available as Kindle e-book on Amazon

Team Building Primer: A Start-up Guide for Developing Effective Teams, Committees, and Other Groups


Shirley Fine Lee's purpose is to help people and organizations increase capacity to produce results.

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