The much publicized exit of (former) JetBlue flight attendant Steven Slater is a teachable moment for employers everywhere. He has become a working class hero for those who, due to the recession have increased workloads or have been stuck in a job they hate. Why? Slater did what many fed up employees dream about.

While it’s hard to control an employee’s actions, you can influence their attitudes. Here are 2 ways an employee recognition program can do just that:

Battle the Bad Day. A customer was rude, extra effort went unnoticed, or whatever the reason, a bad day can feed an employee’s negative perceptions of their job and employer. While the employer may not be able to control the cause of the bad day, they can influence the “good” days. A consistent recognition program makes employees feel valued. Showing that you appreciate your employees’ efforts even through the bad days can counter those negative feelings.

Contain the Disgruntled Employee. Slater’s exit has gotten plenty of attention from news outlets, late night TV, and social media. Likewise, a disgruntled employee can grab attention and negatively influence a workforce. It’s easy for fellow employees to rally around the disgruntled employee that is “one of them.” A recognition program can counter that negative influence, by making sure your employees know that they are valued and improve their job satisfaction.

Slater's exit was an embarrassing situation for JetBlue and could have repercussions throughout the airline industry. Making sure employees feel appreciated can help prevent situations that can give your business a black eye in front of your customers or stir the pot of your workforce.

Feel free to share you thoughts on the JetBlue situation below.

If you would like to know more about recognition programs, visit Newton’s Recognition & Incentives page.