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Tangibles. Why should we? . “ What the Worlds Greatest Managers Do Differently ” -- Buckingham & Coffman 2002, Gallup Interviews with 1 million workers, 80,000 managers, in 40 companies. Create working environments where employees: Know what is expected

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tangibles

Tangibles

Why should we?

slide2

“What the Worlds Greatest Managers Do Differently” -- Buckingham & Coffman 2002, GallupInterviews with 1 million workers, 80,000 managers, in 40 companies.

Create working environments where employees:

  • Know what is expected
  • Have the materials and equipment to do the job correctly
  • Receive recognition each week for good work
  • Have a supervisor who cares, and pays attention
  • Receive encouragement to contribute and improve
  • Can identify a person at work who is a “best friend”
  • Feel the mission of the organization makes them feel like their jobs are important
  • See the people around them committed to doing a good job
  • Feel like they are learning new things (getting better)
  • Have the opportunity to do their job well
why tangibles
Why Tangibles?
  • Reminder to all staff to encourage students
  • Helps staff be accountable to encourage students
  • Provides a gross measure of positive statements given
  • Universal signal to students
  • To be effective, always tie the school tangible with verbal encouragement
  • Also consider that tangibles are given for academic, athletic and artistic performances
what do teachers usually give attention to
What do teachers usually give attention to?

Cumulative Study of 1st -12th Grades (104 Classrooms):

Feedback on Academics:

  • Rate of Academic Approval = .34 per Minute 20.36 per Hour
  • Rate of Academic Disapproval = .14 per Minute 7.56 per Hour

RATIO: 2.69Positives to 1 Negative

for Academic Feedback

Feedback on Behavior:

  • Rate of Behavioral Approval =.03 per minute 1.52 per hour
  • Rate of Behavioral Disapproval = .32 per minute 19.20 per hour

Ratio: 12.63 Negatives to 1 Positive

for Behavioral Feedback

- White (1975)