Why this?, simply because there are many managers who lack basic knowledge of personal growth, which represents know handle, motivate the working groups, people, bring them all those stimuli that give passage to that persons be fully identified with the company, to which the recognition itself holds. There are a few managers fully identified with its workers and they favor very low type of aid, collaboration, enabling them to play according to the requested functions, considered them as people with motivations, needs and recognize their performance Abad says, that many companies do not consider the recognition as a fundamental part of its management practices. The problem is that many managers think that salary is the only recognition that employees need, or resist because they are too busy in their own work to devote time to the recognition or because they believe it supposes an expense for your organization. They can never be further from reality, as it is proven by many studies that recognition is a great tool to motivate and retain employees. Staikouras on most websites. Here, Barry Diller expresses very clear opinions on the subject. There is great power in the recognition and large companies, which attract the best talent, know, because already they spend up to 3% of your HR budget to this. Very successful when indicated, one of the most frequent complaints of employees is no one learns what we do here and within a culture of recognition, reinforcing the values of the company by behaviour that reflect to recognize its employees and collaborators.

Great leaders use recognition to communicate the vision and values of the organization. They recognize its employees or collaborators of frequently and are sincere in his praise towards them. They make professional presentations worrying about that this is done correctly and without errors. The effect on employees is surprising and very profitable. To emphasize and succeed in our competitive market, we must extract the greatest potential and talent of our employees. The best way to do that is offering an effective, sincere, public and frequent recognition to the employee so that our message straight to your heart. Definitely, management, must not neglect that recognition can lead to, should know identify in what can manifest, give way to that potential human that each worker has is, in favor of the companies guaranteeing results that favors him, especially in a scenario where human capital is very valuable. We consider it appropriate to consider what drew Abbot, when employees see their superiors who devote part of their time in preparing a good recognition, the morality of these climbing as the foam.

Simply motivates them, retain them, you loyalty to them. Develops a connection that links to the employee with the company in a way Special. This strengthens corporate culture and allows managers to offer more to the Organization through the efforts of its people.