We hear the word Recognition over and over and it is often associated with Rewards. Many employers shy away from an “R&R” program because it becomes extra work that has to be managed and therefore, too time consuming for them even to think about. However, recognition is at the root of who we are as humans. If we know we are appreciated, then we try harder and we care more, in turn, we focus our attention to where we know we make a positive difference.

There is a clear distinction between Rewards and Recognition. Understanding the differences may help make recognition much easier.

Real recognition is to notice someone in the moment and show genuine appreciation and acknowledgement for something they have done. Recognition is intangible, it touches people in a way that something tangible cannot. The reason real recognition works is because it’s authentic, immediate and makes the recognized employee feel valued with a sense of accomplishment and satisfaction. The best part about real recognition is it is usually “free” and it never becomes an entitlement.

Rewards on the other hand are tangible. *Large salary increases, bonuses, perks and special privileges are examples of tangible rewards. Rewards are “get what you give” meaning that if you give a large pay increase, you get more productivity for a short time but if you can’t reproduce the reward it becomes demotivating because employees believe reward aspects are “entitlement”. Rewards also need structure and process to be successful. Where most employers struggle, is with this aspect, not the recognition, so splitting the two apart may make a valuable difference.

The Disconnect

Today many leaders are from the boomer generation (1946- 1964). Many of us were socialized and “grew up” in organizations where we were given recognition once or twice per year in the form of a performance review and pay increase. There was little in between. Consequently, since that’s our training, that’s how our minds works and as a result, we tend to give recognition in the same manner in which we were taught.

Our team members typically are from generation x (1965 – 1980) and even more so now generation Y (1981 – 2000). These two generations have grown up in a global world of instant connection, information and gratification. It’s the way they have been socialized and it is ingrained in them very deeply and it won’t change. The Internet has made sure of that. They have no concerns with finding what’s best for them. If we as their leaders use our method of recognition on them, it just won’t work. It’s in our best interest to adapt to their needs because they are our future.

On the bright side, it’s actually very easy to provide recognition that meets everyone’s needs and the best news is it is very cost effective and most often free. Below are some tips that will help you incorporate recognition easily into your workplace.

Tips for Making Recognition Work for You

1.    Ensure you have senior management buy in

Being recognized by your immediate boss is what employees want the most but what has even more impact is being noticed by members of the executive team.  Establish a method for notifying an executive team member when someone needs to be recognized and ensure it is provided in a meaningful and genuine manner.   If possible a personal conversation, a phone call, an email with a thank you, a hand written thank you card or whatever fits your culture.

2.    Make it personal and simple

Stock up on Thank You cards (lots of different ones – my bias is Hallmark!) and send a hand written note expressing your gratitude. Find out what’s important to your employee.  If the person loves cats, be sure to get a card with a cat on it.  That makes it extra special.  If an employee has put in lots of extra time for a special reason, send a thank you card in the mail to their spouse or parents (if living at home).

3.    Identify what’s important and keep it consistent

As a leadership team, identify what should be recognized so you are all recognizing the same type of effort. It’s always a good idea to ask employee’s what they want to be recognized for as well.  It doesn’t always have to be over and above work, it is also important to recognize those employees who always pull through, the steady workers you can always count on.  Consistent and reliable performance should always be top of mind for every leader.

Remember geography differences.  If you have different work locations, be sure you are consistent across all of them.

4.    Make it a priority

If recognizing people is not something you are good at, it’s a skill that is vital for strong leadership.  Genuine recognition binds people to organizations.  It’s easy to get good at it and it’s actually quite fun.  As an example, pick one day per week in your calendar when you work best (morning or evening), spend 15-30 minutes or so practicing your appreciation for your team members whether in person or in writing.  Timely recognition is vital.  If you see a good deed, recognize it immediately.  Waiting too long, will lessen the impact.

5.    Recognize non work dedication

We all have busy lives so when your team members take on extra volunteer activities whether it is within your organization (company parties etc.) or outside (coaching a sports team, supporting a volunteer agency etc.) this is a perfect opportunity to thank them for making the world a better place.

Recognition is important for so many reasons but one of the most important reasons is that as a leader when you take the time to recognize your team members it makes you more “human”, approachable and trustworthy.  When you have the respect of your team members, your organization gains strength, productivity and loyalty.  What a payoff!