The Downside of Just Doing Your Job
Public recognition can backfire for people who value harmony and dislike being singled out, including those with a 'Green' personality type. People differ in what motivates them and how they prefer to be recognized.
THE IDEA
The Downside of Just Doing Your Job
Once, many years ago, I had a colleague, Micke, who was exceptionally good at his job. Of all of us, he was the one who always met his budget targets. He had won every sales contest and was held in high esteem by customers. Boxes of chocolates and bottles of wine would arrive for him from far and wide on a regular basis.
What do you do with a colleague like that? You make sure that he stays. Easier said than done. As his boss, I wanted to show my appreciation for all his hard work. So, I called his wife and prepared everything. One Friday, just after lunch, I summoned the team to the conference room. In front of everyone, I pulled Micke up and explained that he was greatly appreciated and that we, as a group, wanted to show how happy we were to have him on our team. I said he should take the rest of the afternoon off, take his wife out to dinner, and go to the cinema, and that I would foot the bill. I gave him fifty dollars—you understand that this was some years ago—and two movie tickets. The babysitter was already arranged, so off Micke went. We cheered and applauded a little more, and the whole thing became a big feel-good moment.
Micke didn't say a word. Until afterwards.
He took me aside and gave me one of the worst telling-offs I have ever received. How could I do that to him? Parade him out in front of all twenty-seven people, who just stood and stared at him! Awful! He was just doing his job. He made me promise never to do anything like that again. He was mad with me for a week.
Micke was Green. Does this give you any clues?
When to use it
A manager planning a team meeting to celebrate a project success should consider that some team members may feel uncomfortable being singled out. Instead, a private thank-you might be more effective for certain personalities.
When giving feedback, understand the recipient's personality type to choose between public and private recognition.
In a training session on leadership, use this story to illustrate the importance of individualized motivation strategies.
FROM THEORY TO EVERYDAY LIFE
In practice
Micke's Negative Reaction to Public Praise
A manager publicly praised and rewarded a top-performing employee, expecting gratitude, but the employee felt embarrassed and angry because he valued harmony and disliked being singled out. He was a 'Green' personality type.
A MOMENT TO REFLECT
Put it to work.
How might your own preference for recognition differ from your colleagues'?
Have you ever experienced a situation where public praise backfired?
How can you tailor recognition to individual personality types in your workplace?
CONTINUE THE CONVERSATION
Source texts
- Surrounded By Idiots (Thomas Erikson)