Recognition that Resonates

Recognition is supposed to motivate people but sometimes it does the opposite. Recognition is one of the most important leadership tools to reinforce desired behaviors and help people know they are appreciated at work. Skillfully rewarding and recognizing employees is associated with greater engagement, increased retention and productivity. That said, recognition can also go awry. A client of mine recently shared his frustration about being recognized for "just doing his job." He felt his manager didn't understand what made him standout as an employee. Along those lines, I was reminded of my son’s 11th birthday. We went to a restaurant where the staff sings and invites all the diners to join in. My son was horrified-- the public attention was his worst nightmare. In both these cases, the recognition didn’t really “land” and was actually detrimental.

It might seem time-consuming to tailor rewards to each person, but it is the only way to ensure your gratitude hits the mark. To move from generic gestures to impactful leadership, consider these principles of recognition.

First, make it specific rather than generic. Avoid the empty "thanks for your hard work." Instead, name the behavior and its broader impact. For example, instead of saying "great job on the report," try saying, "I noticed how you simplified that complex data; it helped the board make a decision much more quickly." This shows you are paying attention and helps people see how their work matters.

Second, match the method to the individual. Like my son at the restaurant, not everyone wants a spotlight. Recognition is only a reward if the recipient actually enjoys the experience of receiving it. Some people might thrive on a shout-out during an all-hands meeting or in a busy Slack channel. However, others will find a handwritten note or a genuine "thank you" during a 1-to-1 far more valuable. Recognition only works if the recipient welcomes it.

Third, differentiate between the everyday and the extraordinary. Both matter but they are not the same. Use acknowledgment of daily duties to let people know they are seen and valued for their reliable performance. For extraordinary performance, use more formal recognition. For example, when someone solves a complex problem, hits a major milestone, or goes out of their way to mentor a teammate, consider spot awards or a written thank you note.

Finally, if there are formal recognition programs at your work, USE them! Everyone has seen the “Employee of the Month” plaque that hasn’t been updated in years, or giftcards or other small financial rewards that go unused.

Meaningful recognition requires intention—not more budget, not more programs, just better attention to recognize and reward good performance on your team.

If you want to start this process today, try asking your team members a few simple questions during your next 1-on-1: "What would you most like to be recognized for? (e.g. effort, results, values)” “How do you most like to be recognized? (e.g. verbal, public, private, gifts, etc.)". Their answer will ensure your next gesture is a celebration of what you and they most value about their work.

If you enjoyed this blog, please repost! If you are interested in better rewarding and recognizing employees with the guidance of a coach, contact me at info@peghuntcoaching.com

© Peg Hunt, MS & Anne Garing, Ph D