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Make Their Day!

Best Seller
Make Their Day! by Cindy Ventrice
Paperback $24.95
May 04, 2009 | ISBN 9781576756010

Also available from:

  • May 04, 2009 | ISBN 9781576756010

    Also available from:

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Product Details

Praise

“I've said the key to developing people and creating great organizations is to catch people doing things right.  In Make Their Day! you'll learn how to best recognize others for their contributions.’
—Ken Blanchard, coauthor of The One Minute Manager® and Leading at a Higher Level

"Ventrice does an excellent job of identifying the key issues that make or break effective recognition today, using fresh examples and case studies that show it can be done."
—Bob Nelson, PhD, author of 1001 Ways to Reward Employees and The 1001 Rewards & Recognition Fieldbook

“In this second edition, I enjoyed the additional insights into organizational culture and the issue of fairness, which align nicely with the need to personalize recognition.”
—Doug Purcell, Vice President, Public Sector Service Sales, Cisco Systems
 
“Ventrice shows the importance of tying recognition to corporate values, goals, and measurement.”
—Steven Ohm, Quality Administrator, A-dec, Inc.
 
"Simply put, this book will make your job easier and contribute to your success through effective recognition and employee engagement."
—Cheryl A. Miller, Recognition Manager, Wells Fargo

Table Of Contents

Foreword
Preface
INTRODUCTION – Real Results

PART ONE – Employees Want to Love Their Work
CHAPTER 1 Recognition That Works
Missing the Mark
What Makes Recognition Work
The Elements of Recognition
CHAPTER 2 Finding Recognition Everywhere
Understanding the Motivation Connection
Recognizing Purpose and Quality
Recognizing Trustworthiness
Recognizing Individual Value
Recognition Is Everywhere
CHAPTER 3 Recognition Starts with Your Relationships
Sticky Recognition
Everything Else Is Secondary
Employees Have Their Say
Filling the Other Guy’s Basket
Creating Loyalty
How Do You Measure Up?
The Dangers of Intra-Company Competition

PART TWO – Whose Job Is Recognition Anyway?
CHAPTER 4 Managing for the Greatest Impact
The Most Important Role
The 50/30/20 Rule
The Manager’s Opportunity and Responsibility
Building on the Relationship Foundation
What Exceptional Managers Do
Going It Alone
CHAPTER 5 Leading with Vision, Visibility, and Momentum
Developing a Recognition Culture
Showing Value Through Action
Leading Recognition Programs
CHAPTER 6 Partnering with Program Administrators
The Administrator’s Supporting Role
Their Good Intentions
Leveraging HR’s Work
CHAPTER 7 Making Recognition the Responsibility of Every Employee
What One Person Can Do
Understanding Peer Recognition
Taking Responsibility
A Simple and Effective Tool
CHAPTER 8 Using Self-Recognition to Improve Quality
Taking the Initiative
Celebrating Recognition Days
Individual Development Plans
Adding Self-Recognition to the Mix

PART THREE Making Recognition Work
CHAPTER 9 Getting Specific and Relevant
Lesson from a Fortune Cookie
What Do Values Have to Do with Recognition?
Linking Goals to Individual Performance
Specific Recognition Makes Their Day
CHAPTER 10 Measuring for Results
Why Measure?
What to Measure?
Collecting Data
CHAPTER 11 Aligning Recognition with Culture
Doing a Culture Check
Considering Industry and Job Preferences
Identifying Generational Preferences
Dealing with a Dispersed Workforce
Challenges in Global Team recognition
CHAPTER 12 One Size Doesn’t Fit All
Personalizing Individual Recognition
The Process of Individualization
Identifying the Contribution
Determining Personal Preferences
Putting It All Together
Case Study—Recognition Misses the Mark
CHAPTER 13 Dealing with the Fairness Paradox
Treating Everyone the Same
The Four Rules of Fairness
Setting Expectations
CHAPTER 14 Recognition Is a Work in Progress
The Importance of Commitment and Planning
Keeping One Ball In the Air
Making A Plan
Step One: Determine the Current State of Recognition
Step Two: Plan Your Recognition Strategy
Step Three: Commit to a Continually Evolving Implementation
Where Do You Go from Here?
Appendix: Sample Employee Surveys
Resources
Acknowledgments
Notes
Index
About the Author

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