My buddy Issac Botbol from IB Communications specializes in workplace training for Hispanics. I usually see Issac at the morning minyan and his insights on Hispanics are almost always applicable to programmers as well. Amazing, isn't it?
A few years ago, during my stint at Intel Jerusalem, there was a discussion about the place of money in motivating programmers. A study was pulled out during the RnR sessions - showing that money was in second or third place behind the opportunity to work on cutting edge projects and being treated like a mensch by your manager.
I was talking to another friend this morning - who just took a pay cut to leave a big telecom service provider to go work for a manufacturing company - guess what - because of
menschlichkeit .
Read what Issac has to say about the importance of recognition.
First generation, front line Hispanics in the workplace often find it difficult to come to grips with some of the practices of American management and leadership. A source of confusion and frustration has to do with their leaders’ method and rationale of giving employee recognition. For example, if an employee consistently performs over and above the requirements of his/her job description, it is customary for the manager or team leader to acknowledge the superior performance and personally recognize the individual. This achieves a number of important things. It provides valuable, personal feedback to the employee and shows appreciation for his/her efforts. It also lets everyone in the team know that this is the type of behavior it wants to promote and re-enforce.
An astute leader makes it a point to not only notice exemplary employee behaviors on a regular basis but; to express gratitude as well. The immediate reward for superior performance is praise, positive feedback and recognition. At the annual review, the team leader has a major impact in determining the amount of financial compensation the employee deserves by assessing his/her overall performance. This is how the pattern of employee recognition and reward is usually handled in the American workplace.
First generation, front line Hispanic employees perceive this concept differently. Of course Hispanics in the workplace want to be told that they are doing a great job. They love to hear honest praise and personal recognition as much as anyone else. However, they feel that the appreciation factor must be expressed not just with words but; with financial reward as well. Their expectation is: “if you like what I’m doing, show me your appreciation by giving me cash."
In many workplaces, this response has become so prevalent, that it often prevents supervisors and team leaders from expressing honest gratitude and praise to their employees for a job well done. In doing so however, leaders are giving up one of the most effective tools they have for building morale in the workplace. By not expressing their appreciation for quality and exemplary work, they are in effect, lowering their standards and effectiveness and allowing themselves to be overrun by this archaic policy.
In order to prevent this situation from becoming an accepted fact among employees - whether software engineers or Hispanics in the workplace, it’s important for managers to recognize individual achievements. This can be achieved by letting everyone know that there are specific occasions, programs and events for monetary rewards and pay raises.
