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Your secret weapon for engaging employees
Middle Managers:
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Middle managers have a tough job.
Regardless of what the jokes,
comic strips, TV shows,
movies and employee
happy hours would say.
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In reality, middle managers often feel like they are stuck between a rock
and a hard place.
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In reality, middle managers often feel like they are stuck between a rock
and a hard place.
Frequently asked to take on many duties and responsibilities, but given little authority.
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Middle managers are in fact a company’s secret weapon for
turning top-line strategy into
day-to-day action.
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When middle managers use recognition to effectively praise team members, they:
Create a “line of sight”
for organization’s mission and values
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Build loyalty that leads to improved retention
When middle managers use recognition to effectively praise team members, they:
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Motivate and drive increased performance
When middle managers use recognition to effectively praise team members, they:
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Improve morale and employee
attitudes
When middle managers use recognition to effectively praise team members, they:
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When middle managers use recognition to effectively praise team members, they:
Enhance productivity
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InputInvite them
to share what they need
Here’s what you can do to gain middle management commitment to recognition
programs:
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Middle Management Evaluation
Ask them to do a “sanity” check on your
program design
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Middle Management Training
Conduct specific training for middle
managers
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Middle Management Communications
Keep reminding them about the program and benefits it
offers
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Middle Management Component
Include a special middle management aspect to the recognition
program
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Click Here to learn more.
See how you can further motivate middle managers to get on board by downloading our article.
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BI WORLDWIDE uses the principles of behavioral economics to produce measurable results for our clients by driving and sustaining engagement
with their employees, channel partners and customers.
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