Recognition: One size does not fit all
Published on November 30, 2023
As the end of the year approaches and we reflect on and celebrate all the excellent work done by our teams, it is important to be aware that people experience gratitude and recognition differently.
Depending on a person’s values and motivations, some forms of recognition may be more relevant than others. For some, celebratory social gatherings like office potlucks or pizza parties are viewed as valuable opportunities to connect. For others, such events may feel insubstantial and perceived as a replacement for pay raises.
People also differ in how they prefer to receive recognition. Some may enjoy public recognition, while others may find it embarrassing and prefer a personal thank you. Group email shoutouts and peer recognition programs may leave others feeling excluded. Additionally, some may feel that giving recognition too often or for routine work compromises standards of performance. This issue of Leadership Insights highlights the nuances and factors to consider when expressing gratitude and giving recognition to your team members.
Meaningful contributions are more than the number of hours worked. Greater insight can be gained by reflecting on what work had the most impact on your team’s success.
At its core, recognition is designed to allow employers to express gratitude and for those employees receiving it to feel appreciated and valued. When used with intention and understanding of the person, recognition can be shaped into a meaningful expression for both the giver and receiver. Reflect on the principles listed below when crafting a recognition that acknowledges your direct reports’ efforts and contributions in a way that resonates with the individual.
Be aware of your biases - Recognition can be distorted by our biases, such as proximity bias. We may praise someone we worked with on a project or met with more frequently, while someone working on a solo project may be overlooked.
Make it timely - Recognition should be immediate, or as close to that as possible. When delayed, the reward is devalued. If the newsletter that provides a shout-out comes out at the end of the month, that message won’t be as reinforcing as a personal thank you sent immediately after the work or event.
Make it personal - Everyone in your team has individual preferences and values. Leveraging what you know about the person to tailor the recognition will increase its impact.
What is meaningful? A 2019 issue of Leadership Insights discussing rewards can help you understand the variety of external motivators that drive an individual. This year’s issue on internal motivation highlights three common intrinsic motivators and how they play out in the workplace.
Preferences. The way you share the recognition can make all the difference. While some employees may appreciate a collective approach that recognizes the team as a whole, others may want highly visible recognition to help advance their career. Another person may prefer a private acknowledgment. Much like a gift, the thought behind the act can be as or more important than the item. Knowing that a manager not only took the time to praise a person, but did so in a way that aligns with their preferences can make an employee feel valued and appreciated.
Specific - Recognition benefits from specificity. Go beyond generic praise that acknowledges someone has “worked hard” or that they did a “good job!” Identify the situation and behaviors that your direct report engaged in and the impact of their work. Highlighting what they did that led to the recognition identifies the behavior they can replicate in the future.
If you’re stumped on what deserves recognition - look at the goals you and your team members set and the effort people are putting in to achieve them. Remember, while recognizing when goals have been met is critical to moving your team forward, acknowledging milestones along the way reenergize and reconnect your team with the mission of the work.