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There’s no such thing as too many heartfelt thank-yous.

This principle has served me well, even though I’m not as good at it as I’d like to be. But it’s a habit that I’ve been trying to form as a manager, as a leader, and as a contributor to various groups.

But it’s not as simple as it sounds.

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This has been a heady time for Small Fish. And I appreciate the honor, really.

But if the major incentive to recognize people is merely to make them feel good, there’s not going to be much lasting impact. We’ve seen that with round-robin “employee of the month” programs where folks get a reward for … something?

We need to have recognition that’s more focused than that.

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WHEN YOU are building a company based on deeper values, it’s critical to align your actions with your employees.

No, I’m not talking about the plaque on the wall stating your principles.  I’m not talking about your employee training program.  Both are important, I suppose, but they lose their value to reinforce attitudes on a day-to-day basis.

In Corporate America lingo, I’m talking about Reinforcement, Recognition, and Rewards.

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