In the workplace, the opinions of those around us matter and they can significantly impact how we feel about work and ourselves.

One could argue that the need for recognition is just as strong as belonging — in fact, they complement each other. Dale Carnegie once said, “A person’s name is to him or her the sweetest and most important sound in any language.” If that is true, imagine how much sweeter it is to have your name associated with well-earned accomplishments?

Recognition in the workplace is powerful and necessary. It’s a leading reason why people stay in a workplace and feel satisfied versus moving elsewhere. Fortune 100 Best Companies to Work For and Great Place to Work-Certified company, O.C. Tanner, found in an open-ended survey that recognition was the most dominant theme with 37% stating more personal recognition would encourage them to produce better work more often. Also, as Forbes contributor, William Craig touched on, appreciative leaders are in turn appreciated by their direct reports. He shared this interesting statistic, “…nearly 90 percent of employees who received recognition or thanks from their boss in the past month indicated higher levels of trust in that boss. Among employees who received no recognition, only 48% indicated they trusted their higher-ups.”

Recognition begets satisfaction, motivation and engagement, which is why it’s in a company’s best interest to provide it. Consider the following when ensuring you have adequate measures of recognition within your organization.

It starts from the top

When executive leadership recognizes their direct reports for a job well-down, those managers will be more likely to pass on the praise to their employees. A culture and environment of gratitude and humility will foster more gratitude and humility. Conversely, those in middle-management that feel overlooked and overworked are bound to subscribed to a scarcity mindset, where recognition and success are limited. This leads to competition, resentment and an inability to recognize the hard work of those around you.

Make it immediate

The sooner you give your recognition, the fresher it feels for everyone and the more motivated that employee will be to continue that impressive work. The longer you go, the less advantageous it is for everyone involved.

Be specific and thoughtful

We are all busy, but not busy enough to forego sitting down for 10 minutes to write up a sincere thanks or praise. Genuine recognition shouldn’t be vague. Instead it should specifically address what was so great and why it mattered. This is the kind of feedback that an employee will always remember and will likely sustain them through more stressful periods on the job.

Make it official

Many times recognition from your manager in one-on-one meetings or in an intimate team setting is more than adequate for all parties involved. However, if you company has made an effort to establish a formal recognition process, support its efforts by recording your praise within the system. Doing so contributes to the company culture and recognizes your employees with greater exposure, which most everyone appreciates every now and then!

Take the time to recognize those around you — it makes such a positive impact. As you do, you’ll see your company culture strengthen and employees will be more aware of their positive contributions, as well as those they work around. Increase productivity and satisfaction in the workplace by offering a wellness benefit employees actually want to use — explore the ClassPass Corporate program.


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