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In this video Chester Elton, co-author of The Carrot Principle, talks about how to use the power of carrots (praise & recognition) to motivate your employees and maximize business results.
In “The Carrot Principle” Gostick and Elton maintain that unlike the latest leadership fads, principles don’t go out of style. A principle is “not a program [or] an activity” (p. 192), but a constant.
Drawing from more than 200,000 interviews, the book highlights the relationship between recognition (carrots) and individual and organizational manager success (Gostick & Elton, 2009).
The authors created a recognition model based on 4 elements: Goal Setting, Communication, Trust, and Accountability. Next, the model introduces recognition as an “accelerator,” increasing supervisor relevance and employee engagement leading to improved business results (Gostick & Elton, 2009).
Gostick & Elton (2009) assert that in order to boost engagement and create organizational results, recognition should have two things:
(1) Alignment (“recognizing what matters most”) – which is what matters most in your organization. This includes the desired objectives, values, and culture.
(2) Impact (“recognizing people the right way”) – which is having inclusive programs that are clearly understood and meaningful to the employees and making sure that it is based on performance.
“Recognition accelerates business results. It amplifies the effect of every action and quickens every process. It also heightens your ability to see employee achievements, sharpens your communication skills, creates cause for celebration, boosts trust between you and your employees, and improves accountability” (Gostick & Elton, 2009, pp. 192-193).
Gostick, A. & Elton, C. (2009). The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent, and Accelerate Performance. New York: Free Press.