The Power of Recognition
By Terre Short
It is easy to get caught up in the hustle and bustle of daily tasks and challenges. Amidst the chaos, recognition is often overlooked and can profoundly impact an organization’s success. The act of acknowledging and appreciating the contributions of others has the power to create a positive and nurturing work environment. It fosters a sense of belonging, boosts morale, and ultimately drives better performance. I learned much of this the hard way in my early years as a leader.
At 25 years old, I was the Executive Housekeeper at the Four Seasons Hotel in San Francisco, and I was in over my head. An employee survey indicated that I “lacked appreciation and compassion.” I was devastated and eager to fix this perception. My boss suggested I test for how much I recognized others each day, by placing four quarters in my left suit pocket. Each time I recognized the efforts of someone, I moved a quarter to the right pocket, the goal being all quarters in the right pocket by the end of the day. It still distresses me to recall how many days it took me for this to be a habit. What an eye-opener.
Recognition is more than just a pat on the back or a simple “thank you.” It is a powerful tool that can have far-reaching effects on an organization’s culture and bottom line. According to research by the American Psychological Association, employees who feel valued and recognized for their work are more engaged, motivated, and productive [1]. This, in turn, leads to higher levels of job satisfaction, reduced turnover rates, and improved customer service.
Furthermore, recognition plays a crucial role in creating a positive feedback loop. When employees receive genuine appreciation for their efforts, they are more likely to reciprocate by going the extra mile, fostering a culture of excellence and continuous improvement. When recognition is tied to the mission, vision, or a value of the organization, the employee is connected to their purpose.
Recognition is not a one-size-fits-all approach. It requires a nuanced understanding of individual preferences and a willingness to tailor the recognition to the specific individual and their accomplishments. As outlined in one of our on-demand courses, Words Matter Course: Words That Connect Us at Work, impactful recognition should be personal, authentic, specific, and, at times, surprising [2].
One powerful strategy for harvesting recognition is to actively seek opportunities during one-on-one meetings. By creating a safe space for open dialogue, managers can ask questions such as, “Who have you seen go above and beyond lately?” or “What positive contributions have you noticed from your colleagues?” This simple act of inquiry not only encourages employees to be mindful of their peers’ efforts but also provides valuable insights for managers to recognize and celebrate those contributions.
Moreover, recognition need not be limited to individual achievements. It is equally important to acknowledge the collective efforts of teams, processes, and the organization as a whole. By “managing up” – sharing positive information about individuals, teams, or processes with higher-level leadership – managers can reinforce a culture of appreciation and collaboration throughout the organization [2].
Another critical aspect of effective recognition is the balance between positive and negative feedback. Research by John Gottman, a renowned psychologist, has revealed that successful relationships and teams maintain a ratio of at least five positive interactions for every negative one [3]. This principle, known as the “Losada Ratio,” has been widely applied in various organizational settings, highlighting the importance of cultivating a positive and supportive environment.
By actively seeking out and acknowledging the good work being done, managers can shift the focus towards a more appreciative and uplifting atmosphere. This does not mean ignoring areas for improvement or constructive criticism but rather emphasizing the strengths and successes of individuals and teams, creating a foundation upon which further growth can be built.
Implementing effective recognition practices is not a one-time effort but rather an ongoing journey. It requires a conscious shift in mindset and a commitment to consistently cast a wide net of appreciation across the organization. You might start with a visual prompt such as some coins in your pocket. Here are some practical steps leaders can take to cultivate a culture of recognition:
Lead by example: Managers and leaders should model the behavior they wish to see in their teams by actively recognizing and celebrating the contributions of others, both publicly and privately.
Provide training and resources: Offer guidance and training to help managers and employees understand the importance of recognition and develop effective strategies for delivering meaningful appreciation.
Embed recognition into organizational processes: Integrate recognition into regular meetings, performance reviews, and organizational events, ensuring that it becomes a consistent and integral part of the organizational culture.
Encourage peer-to-peer recognition: Empower employees to recognize and appreciate the efforts of their colleagues, fostering a collaborative and supportive work environment.
Celebrate milestones and transitions: As emphasized by the Heath Brothers in “The Power of Moments,” marking significant milestones, transitions, and achievements with special recognition can create memorable and meaningful experiences for employees [4].
Continuously seek feedback: Regularly solicit feedback from employees on the effectiveness of recognition practices and tailor the approach to align with their preferences and values. If you have a reward program, periodically audit how well leaders are leveraging it with their teams.
Please do not underestimate the power of recognition or overestimate the rate at which you recognize others. By actively harvesting opportunities for appreciation, seeking input from employees, and maintaining an effective positive-negative ratio, you can cultivate a culture of recognition that fosters engagement, motivation, and a sense of belonging. This is an investment of time and interest with the potential for significant returns in terms of employee satisfaction, productivity, and overall organizational success.
References:
- American Psychological Association. (2012). Employee recognition is associated with better staff relationships and productivity. Retrieved from https://www.apa.org/news/press/releases/2012/03/employee-recognition.aspx
- Thriving Leader Collaborative. (2022). Words Matter Course: Words That Connect Us at Work.
- Gottman, J. M. (2015). The Gottman Ratio: A Key to Relationship Success. Retrieved from https://www.gottman.com/blog/the-gottman-ratio-of-51-26-5/
- Heath, C., & Heath, D. (2017). The Power of Moments: Why Certain Experiences Have Extraordinary Impact. New York: Simon & Schuster.
Terre Short is a best-selling author, executive leadership coach, dynamic speaker and learning experience creator who connects from her heart. To explore more content, check out the THRIVING LEADER COLLABORATIVE APP.
