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On a recent Delta flight I had the best flight attendant ever. Her name is Kimberly and she was entertaining, funny, and very service oriented.
I think it was when I gave her a recognition card for great service we got the subject of awards and recognition. She told us she’s consistently ranked in top top 1% of flight attendants but this year didn’t get to go to the awards event.
She went based on 2013 service, they combined 2014 and 2015, she qualified again, and they told her she wasn’t going because she went in 2014 (for 2013) and they wanted other employees to experience the event.
Really, you let the “B” team attend and get the award because the “A” team already experienced it? Royals and Mets, forget about the World Series in 2016. Broncos and Panthers, no Super Bowl in 2017. you played in those games last year so others get a chance!
Some middle manager thought this would be “fair.” That middle manager has no people skills. What would your employees do if you told them they weren’t going to get the bonus they earned because they had a bonus last year, and someone who didn’t perform would get it in their stead?
Some people are driven by money, some awards, and some peer recognition (some all three and more). When you take away the reward you are discouraging people from doing their best. They’re thinking, why should I (try so hard to help your company)?
This is a culture issue and I see it with owners whose ego has them believing, “My people should be glad they have a job. They don’t deserve anything more.” It’s a reason there are well-paid consultants who help fix culture issues (it increases profits) and why most business buyers are seen as a “Breath of Fresh Air” by the employees.
“Lighthouses don’t go running all over an island looking for boats to save; they just stand there shining.” Anne Lamott

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