Recognition is Not Just for Winners

If there is only one thing that I would want everyone to know about Recognition it would be this. 

Recognition is not just for winners. 

• There is a lot packed into this one statement. That’s the reason why I made it the title of my upcoming book on Recognition. Let me explain why. 

At the fundamental level we as humans have a need to feel wanted and appreciated for who we are and what we have done. It’s hardwired in our brains. It’s not the basic need we need to satisfy but definitely an important one that we should not leave to chance. 

In fact once the basic needs of food, shelter, safety and security are met, we move up Abraham Maslow’s hierarchy of needs. Our need to belong. The need to get acknowledged for our work and be appreciated for our contribution become important for us. These needs give us more happiness and fulfilment, since our basic needs are already taken care of. And this is what a great practice of Appreciation, Recognition and Gratitude can deliver. 

Reason why Recognition should be planned for every person in the organisation so that

there is a chance for everyone to fulfil their need to be appreciated and recognised for their work. 

Here is a fictional example to explain this point.

Let’s say there are 200 people in a sales department of a manufacturing company. And for the entire department they have only one award, The Best SalesPerson of the year, given to a person who brings in the maximum sales in the company. At the management level you’re thinking “Team members will make an effort to win the award and may the best person with the most amount of effort win”.

But here is what is happening in the mind of the entire sales team of 200 people. 

The moment the award program is announced. It’s safe to say that 70-80% of the people already made up their minds “This award is not for me…there is no way I can beat everyone and win it.” 

so they don’t even bother to read about the award program let alone worry about participating in it fully. 

So now the best sales manager of the year program is effectively serving to encourage only 40-50 team members instead of 200. Right at the very beginning of the program we have reduced its effectiveness to 20-30%. And currently I am taking the best case scenarios.  

After maybe one or  two months or after one or two big deals are won, within these 40-50 sales team members more people lose hope of winning. They write off the award program in their mind. They don’t even think they can win it. 

Again their reasons can be many. 

Every year Simran wins it, why will this year be different, 

Rajat won this big account, even if I work the whole year I can’t bring in more revenue than him,

I am handling so any small accounts I can never win this award

You get the drift… 

In every sales team there are always a few go-getters and a handful of people who own big accounts or key accounts. That’s why, when you announce a program like Best Sales Person of the Year, it does not encourage the entire team. Even though in the beginning 40-50 people may be excited about it, within a few weeks or months the number dwindles down to 10-15 in a team of 200. So a majority of your workforce, that is, 90-95% may not get a chance to feel appreciated or recognised no matter how good a work they do for the whole year.  

So you see, you think you have an award for the sales team of 200 people and you have got it covered for that department but in reality you are giving an opportunity only to 10-15 people, that’s it.

What’s a better way you ask?

Well there are plenty of ideas you can implement that are discussed in various blogs I have written but here are some quick and easy fixes. 

1. Have awards more often – Quarterly and Monthly

Recognition and appreciation should not be an annual affair. Spread it monthly and quarterly giving a chance to more people to get in the limelight and get all the attention. 

One month someone can win a big deal but next month someone else could get a chance who’s deal value is not that big but the account won is strategic and has great potential in the future. Monthly awards anyways bring up the energy levels, and yes, this can be a small ceremony; everything need not be done on a big stage. 

2. Have more categories for recognition and appreciation. Give an opportunity to as many people as possible. 

See Recognition as a journey and not as an end destination. Recognise people throughout the way. 

Here are a few examples of amazing awards you can introduce for your sales team. Encouraging more and more people to be included in the recognition and appreciation program. Encouraging them everyday to be the best version of themselves. Appreciating them in every step of the way. 

a) Award for the person who won the maximum number of new accounts. It’s not just winning the highest value of sales revenue but also new accounts being added. This gives the chance to people who own smaller accounts but manage lots of them. We all know in sales how important these accounts are. 

b) Award for the person who was most persistent in following up and finally closing a large order. Sales is a game of persistence and patience. By awarding people and recognising persistence, you are sending a message to the entire sales team that reinforces this behaviour.. 

c) Award someone who sold the maximum quantity of new products. When new products are launched often the sales team takes time to warm up to new products. Often they are comfortable selling the best sellers or the tried and tested products. Often there is a whole new learning curve for the new products. With this award, you can appreciate the team member who is making that extra effort. 

d) Award the sales team member who sells at the best prices or sells products at a good margin. It’s not about reducing the pricing and winning the order at any cost. Winning sales is not everything. Winning profitable sales is amazing and must be acknowledged. Let the team know the importance of this by instituting a specific award for this. Whatever gets recognised, gets repeated. 

e) Award the team member who sells higher end products or a particular category of products really well. Or someone who has sold stuck inventory. Maybe this is connected with the focus of the year. 

f) Award for the person who submits all the reports in time, perfectly with no mistakes, consistently. If you manage a large team of sales team members and you are reading this line I am sure you are smiling. We all know the relationship between reports and the sales team. It’s almost like a universal law. Well if that’s not the case with your sales team, you know you are lucky. It’s not about the reports but it’s about all 3 things together. Timely, perfectly and consistently. Either way, the person who is doing the best in your team must be recognised and appreciated. 

3. Support it with Daily and Weekly appreciation.

Yes! Bring it down to daily and weekly appreciation. This may not be an award or even a get together. But even a few words of appreciation in a group chat or group meeting and everybody just celebrating that moment is powerful. They may seem small but they have really long lasting impacts. 

All it needs is conscious attention and focus that recognition and appreciation matters. It makes people feel good, puts them in a positive state of mind and everyone achieves more. 

See our blog on a zero cost idea to appreciate your team members on a daily basis https://www.pinnacleworks.com/what-is-an-awesomeness-group/

If you are looking for innovative recognition ideas, awards and trophies that are complete with creative award titles and are not generic. Connect with us. We have over 750 designs and counting. Plus our design team will work with you to create something remarkable and integrate your award theme or event theme and make it a part of the award and trophy as well, making it even more special.