Whether you give a pat on the back or a kick in the butt, great leaders are really good at rewarding and recognizing their people.
They understand the value of praise and criticism and administer both fairly and consistently. Need a little help with rewarding and recognizing your real estate team? Here are three simple ways to celebrate and motivate.
1. The 24-hour rule
This one is pretty self-explanatory. Whether you need to praise performance or talk about an area that needs improvement, schedule that meeting within 24 hours of the incident occurring.
Always make praise public and criticism private. People want to be recognized for good work in front of their peers. And their self-confidence and self esteem get a boost from being noticed for their success.
Bonus? The rest of the team will be inspired to follow their example.
Negative feedback, on the other hand, should always be discussed in private where the manager and team member can have an honest, (hopefully) clear conversation.
2. The three strikes rule
If you have a problem with an employee — maybe they are not on board with some of your core values — you need a process to address the matter.
Consider a 30-day plan whereby you (strike 1) meet with the employee, discuss the issues, create a plan for resolution and agree to check back.
After a week, (strike 2) meet again to check their progress. If there hasn’t been any, they'll likely take the hint and leave on their own.
When the 30 days are up, (strike 3) meet again to either praise the employee for a job well done or terminate them for failing to meet your clearly stated expectations.
Give a Holler
Praise is an integral and important part of team culture. Did you know studies show people are more motivated by recognition than money?
So take advantage of this human tendency by creating a system that properly recognizes your employees for a job well done.
The system doesn't have to be complicated or costly. You can do something as simple as selecting an “employee of the week” who gets a gift card for stellar performance.
Whatever you choose, know the time and money you invest in praising your employees will come back to you tenfold.
So, ask yourself, “Am I rewarding and recognizing my team?” This isn’t a hard one, but does take some time and planning.
Do your part, be a good boss and start rewarding and recognizing your people today.