To be really effective in your job, you need to understand the psychology of complimenting others for their good work, to apply the principles of employee recognition yourself and to encourage others to initiate it in their working relationships.
Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. To be fully successful in the workplace at any level, you need to understand the psychology of praising others for their good work, to apply the principles of employee recognition yourself and to encourage others to initiate it in their working relationships.
Feeling valued is a fundamental human need. Employees respond to the approval of others expressed through recognition of their good work because it confirms their work is valued by others. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Gallup studies show employee recognition is the key factor influencing employee engagement, and therefore organizational performance. You can read a 2022 joint white paper from Gallup and Workhuman: “Unleashing the human element at work – Transforming workplaces through recognition” for further information.
Employee recognition is the principle of social proof in action, a term pioneered by social psychology professor Robert Cialdini. He defined the principle in this way: “We view a behavior as correct in a given situation to the degree that we see others performing it.” Employee recognition embodies the principle by showing to others in a tangible way that a person’s efforts have been outstanding.
There are two aspects to employee recognition:
Yet, surveys by the Gallup organization every year since 2000 have found that only 1 in 3 US workers strongly agree they have received recognition or praise in the past 7 days for doing good work. Gallup consultants recommend that recognition should be given weekly in broad terms to those who deserve it – and in a timely way so the employee knows the significance of their recent achievement and to reinforce company values.
Recognition is distinct from praise. Appreciation is based on the quality of a person’s character. It is about their worth as a colleague and human being. Simply speaking, recognition is about what people do, while appreciation is about who they are, their inherent character, according to Mike Robbins in a 2019 Harvard Business Review article. He points out:
“This distinction matters because recognition and appreciation are given for different reasons. Even when people succeed, inevitably there will be failures and challenges along the way; depending on the project, there may not even be tangible results to point to. If you focus solely on praising positive outcomes, on recognition, you miss out on lots of opportunities to connect with and support your team members — to appreciate them.”
Why should you get involved in employee recognition? Firstly, because you can use the principles to great effect in your own working relationships (and personal relationships).
Secondly, because employee recognition has a huge communication component. Recognizing people for their good work sends an extremely powerful message to the recipient, their work team and other employees through the grapevine and formal communication channels. Employee recognition is therefore a potent communication technique.
If you are a good communicator and interested in getting a satisfying position using this skill, go to Public Relations jobs to see the latest available jobs.
Employee recognition isn’t rocket science – it is an obvious thing to do. Despite the unquestioned benefits arising from employee recognition, one of the mysteries of the workplace is that recognition invariably is done badly, if done at all. Managers need reinforcing and coaching. They need a program, principles and procedures to help them apply recognition effectively within their area of responsibility. Employee recognition remains an undervalued management technique.
One thing you can do is to ensure there are questions on employee recognition in your organization’s employee surveys. The results can be used to prove the need for greater employee recognition.
Surveys conducted by Sirota Consulting revealed that only 51% of workers were satisfied with the recognition they received after a job well done. This figure is as conclusive as you could get – it resulted from interviewing 2.5 million employees in 237 private, public and not-for-profit organizations in 89 countries around the world over 10 years.
The cost of a recognition system is quite small and the benefits are large when implemented effectively. Meta-analysis conducted by the Gallup Organization of the results from 10,000 business units in 30 industries found [a meta-analysis is the statistical analysis of results across more than one study]. These principles are timeless; further research shows they are universally consistent:
Individual Performance → Recognition → Increased productivity and satisfaction → Increased value to your organization
Measurable improvement in profitability
Measuring the direct impact on profitability is difficult because it is only one of many factors influencing employees in every workplace. However, case studies make a persuasive case that bottom-line benefits have been achieved through recognition schemes. The Walt Disney World Resort established an employee recognition program that resulted in a 15% increase in staff satisfaction with their day-to-day recognition by their immediate supervisors. These results correlated highly with high guest-satisfaction scores, which showed a strong intent to return, and therefore directly flowed to increased profitability.
On the other hand, the cost of extremely negative or ‘actively disengaged’ workers comprises a massive 10% of the US Gross Domestic Product annually, including workplace injury, illness, employee turnover, absences and fraud.
Firstly, it is important to understand the context, and to keep in mind several key organizational principles for giving employee recognition – as explained in this article. Raphael Crawford-Marks outlines 5 broad ways to give appreciation/recognition in a 2021 Bonusly article:
| Love Language/Language of Appreciation | Description of Language | Workplace Examples |
| Words of Affirmation | Communication of positive personal sentiments | Verbal recognition and written compliments |
| Acts of Service | Expressive actions that require planning and effort | Offering help to a coworker with their workload, clearing the lunch table, and special perks |
| Quality Time | Being with someone and giving them your undivided attention | Team building activities, group lunches, and volunteering together |
| Gifts | Something tangible that serves as a symbol of caring | Gift cards, bonuses, coffee, and custom award pins or custom medals |
| Physical Touch | Appropriate touch perceived as appreciation | High fives, handshakes, and fist bumps (remember to ask first!) |
Photo by pins.us.
You can be a catalyst in your organization. Initiate it in your area. You could start doing it discreetly, not even telling others about the change, but doing it and observing the results.
You can spontaneously thank people – this is highly effective. To many employees, receiving sincere thanks is more important than receiving something tangible. Employees enjoy recognition through personal, written, electronic and public thanks from those they respect at work, given in a timely, specific and sincere way.
This day-to-day recognition is the most important type of recognition. Day-to-day recognition brings the benefit of immediate and powerful reinforcement of desired behavior and sets an example to other employees that aligns with organizational objectives. It gives individuals and teams at all levels the opportunity to recognize good work by other employees and teams, and it also gives the opportunity for them to be recognized on the spot for their own good work.
Even if you aren’t a manager, you can be alert for opportunities to recognize others and take the initiative to do something. You can nudge your manager to do more of it and to encourage it in other departments.
In-person recognition is the most effective, delivered by a boss, a fellow worker, or even someone lower on the corporate scale like someone thanking their manager or supervisor. This can be done privately or ‘publicly’ in front of others. If your act of recognition is pre-planned, make sure you tactfully give others the opportunity to observe the recognition, if given publicly, taking place. Research shows even “just witnessing colleagues being thanked publicly is associated with people feeling more connected to their colleagues and company, respected at work, and consider it is psychologically safe to share ideas and opinions,” according to a 2020 research paper published in the Journal of Personality and Social Psychology.
Recognition is a key success factor even at higher levels of management. Dr Lawrence Hrebiniak, Professor of Management in the Wharton School at the University of Pennsylvania, states in his book, Making strategy work: leading effective execution and change: “What’s absolutely critical…is that the organization celebrates success. Those who perform must be recognized. Their behavior and its results must be reinforced…Managers have emphasized this point to me time and time again, suggesting that, as basic as it is, it is violated often enough to become an execution problem…Give positive feedback to those responsible for execution success and making strategy work.”
If you would like to know how to initiate and conduct employee recognition activities, you can find lots of ideas, and the best framework and guiding principles from my eBook, How to create a top employee recognition program.
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