Anyone who’s ever received meaningful recognition from a boss knows that it’s a pretty great feeling. In fact, for most, it’s energizing, and motivating, and it leaves you determined to feel that way again.
That’s why, it’s not surprising that recognition can have such a profound impact on employee engagement, performance, and morale. When employees feel strongly that they get the right amount of authentic recognition, they are five times more likely to feel like they belong in their workplace, 31% less likely to experience burnout, and significantly more likely to see a growth path at their organization, according to a 2024 Gallup and Workhuman report.
Unfortunately, the reverse is true too. When employees don’t feel that their work and contributions are recognized, their motivation, job satisfaction, and engagement all take a hit, making them much more likely to start looking for work elsewhere.
So, how can managers deliver recognition that truly resonates?
Tailor your approach
Your employees likely have different preferences when it comes to how they want to receive recognition. Some may prefer more public praise, while others will resonate more with personal messages and one-on-one acknowledgments. It’s also important to take timing into account – a recent study conducted by Gallup and Workhuman found that most younger workers crave frequent recognition, whereas about half of boomers and Gen Xers say they only need recognition a few times a month. With this said, it’s important to do some digging to understand what type of recognition resonates with each individual while erring on the side of providing it more often than not.
Stay informed
There’s no question that recognition has the most impact when it feels personal and authentic. So make sure you’re aware of the big projects and initiatives that your team members are currently working on to provide timely and specific acknowledgments. It can be helpful to schedule touch bases for progress updates and to sync with other stakeholders they work with to find out how things are going. This way, when you hear positive feedback, you can relay it quickly and ensure their positive contributions are being recognized. It also shows your team members that you’re invested in them and in their success.
Acknowledge the challenges
Recognizing the challenges that your team members have encountered and acknowledging the effective ways they resolved them goes a long way. It not only emphasizes the kinds of behaviors that should continue going forward, but it also makes the recognition feel significantly more meaningful because it takes into account what they had to overcome to reach their success. By taking the time to honor everyone’s achievements this way, you can instill a sense of optimism and positivity, show your employees that you truly see their impact, and make further accomplishments feel more attainable.
Spotlight expertise
A great way to make your team members feel recognized is by asking them to share their knowledge and expertise with others. Giving your high-performing employees the chance to walk their teammates through their approaches and best practices instills a sense of job mastery and makes it clear that you really appreciate the value they are bringing. Additionally, it can encourage your employees to reach out to these teammates for support and guidance, which furthers the sense that their expertise is acknowledged and appreciated.
Encourage cross-team recognition
Knowing that your manager recognizes the value that you bring is extremely important, but there’s also a lot to be said for feeling seen and supported by your teammates at work. So, find ways for your employees to hype each other up and celebrate successes together. This can mean creating a group channel for team members to spotlight their colleagues’ achievements and thank certain teammates for helping them on a big project. It can also entail organizing quarterly meetings with the whole team where individuals can present their favorite projects and biggest wins and ensure everyone has dedicated time to commend one another. Regardless of how you get there, try to find ways for your employees to cheer each other on.
Promote top performers
Authentic recognition is crucial, but if your employees get the sense that it’s all talk, it’ll lose its efficacy over time. That’s why it’s so important to make sure that continuous positive feedback is factored into employee growth paths and promotions. Over time, when someone on your team is continually taking initiative, collaborating well with others, delivering excellent results, and finding unique ways to solve problems, it’s a sign that they’re likely ready to advance into a more senior position. And when that’s the case, do your best to ensure that the accompanying salary increase is aligned with the market rate for the new role, because if your team member could be earning significantly more for the same position elsewhere, you’re less likely to keep them around long-term.
