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Motivation for working: Recognition, Fulfillment or Money?
What are key reasons for working? Asking people this question (and I have asked thousands of candidates in my HR Consulting career) will trigger many different kinds of answers, from financial benefits or sheer survival, fulfillment, recognition, status, power, challenges, social interaction, fun, interest, curiosity and personal development, to meaningful contribution, helping others, service and “making the world a better place”. It is obvious that we all do have reasons to invest our time, ideas, thoughts (and sometimes physical power) in order to achieve something, to obtain a certain feeling or to gain other benefits.

Other recognition status Related Articles

You Can't Quit; You're Too Valuable
When employees do an outstanding job, the least they deserve is recognition. You wouldn’t expect a marriage to last very long without terms of endearment. Why should management think employees on the job function without respect and recognition?
Opportunity as Recognition
In Make Their Day! Employee Recognition That Works, Cindy Ventrice outlines the four elements of recognition. The least understood element is Opportunity. This article explains why opportunity is an important part of the recognition equation.
Leadership and Employee Recognition
Whether you are the head of a large organization or the leader of a small team, you have a critical role in employee recognition. If you were thinking that recognition was someone else's responsibility, you need to read this article.
Letters to the Editors: How to sell your expertise to magazine and newspaper editors
You're an expert, so get the recognition you deserve. Learn how to approach magazines to sell your articles. The recognition this kind of exposure can bring you is well worth the effort.
Manage Salespeople One at a Time
Salespeople are a funny breed because selling is a crazy business. The good ones have quirks and idiosyncrasies that make them difficult to manage unless you know how to manage them one at a time. In fact, do you know what motivates each and every one of your salespeople? It's not just the money, although that may be high on the list. Most crave recognition, although no one will admit to it. Many just want to do a good job judged by their own standards. Some run hard for fear of loss (loss of visibility, loss of status, loss of income, even loss of employment). Learn their personal goals, so you know why they work.

Leveraging the Power of Large, Well-known Companies to Grow Your Small Business
High-profile companies have the power of recognition and credibility. Discover the secrets (and benefits) of leveraging their recognition and credibility to grow your small business.
The Power of Critical Thinking
In the pursuit of results and accomplishment we are all to often our biggest enemy. We accept and get very comfortable with status quo. Doing the same things over and over again will not create different or better results. However, by using the process of critical thinking you will uncover solutions and actions that will never be revealed by others or the status quo.
Pathways and Pitfalls to Giving Personal Recognition and Appreciation
Whether or not your team or organization develops a healthy recognition and appreciation culture depends to a large extent on the personal example you set. If you manage-by-exception or Gap-Zap people, most others will follow your lead. Energy and morale will be low. In this uncaring environment, recognition programs will be contrived and out of place. They won't work for long.

Personal Recognition and Appreciation is an Inside Job
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

Recognition Do's and Don'ts to Inspire and Energize
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

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