How Singling Out Employees Leads to Massive Disengagement

A recent headline read, “Kobe Bryant and ‘Others’ Killed in Plane Crash.”  Others?  Why is it that one person’s life is deemed more valuable than another’s?  As I read this, I felt sympathy for the families and friends of the ‘other’ crash victims.  I also felt sympathy for every employee who has been put in this bucket and diminished. 

It happens all of the time in business.  The top-grossing salespeople are the only ones who can win a luxurious trip to Hawaii.  The same employees are chosen again and again to lead prestigious projects.  The Ivy League-schooled Vice President is chosen to be the CEO.  The high-performers are the only people who receive recognition.

The result?  When people are left out or marginalized, they are left feeling less-than, small, and diminished, which leads to active employee disengagement.  Are there stars in all organizations and on most teams?  Of course.  But those stars – and your organization – would not succeed if it were not for the ‘others.’  Kobe Bryant could not win a basketball game all by himself.  He and the team won – five NBA Championship Titles to be exact – because he had help.   

JILL, WHAT CAN I DO?  You can start by re-evaluating your recognition program. One of the biggest motivators for employees is to be held in high esteem by their peers.  For this reason, it’s important that your recognition program include elements that enable all employees to recognize other employees.  To thank you for being a loyal reader, here is a great list of 25 Recognition Ideas That Work.  It’s a resource in my new online course, which goes live on Feb. 26, but you get access to it early.  Go forth and conquer, leaders.