In the communications field, there are two things I like to stress.

1. Communications is not one size fits all. Meaning, everyone takes in information in different ways, so you have to communicate in multiple ways if you want to reach them.
2. You have to communicate to people where they are at. Don’t expect them to seek out the info or come to you – you have to place it where they will see and hear it.

Your informal employee recognition practices should be the same.

A couple of questions for you… Do you know how your employees prefer to be recognized? Are you recognizing them in a way that is personalized and meaningful to them? Follow up question… No matter if you’ve answered “yes” or “no” (or even, “I don’t know”) – have you ever asked your employees how they prefer to be recognized?

Chances are, your employees are not all cookie cutter versions of each other. It stands to reason that varying personalities would prefer varying means of recognition. Yet (in my experience) managers struggle to show their appreciation and recognition to employees in a meaningful way. Unfortunately, if not done right, employee recognition can actually backfire despite the good intentions of the leader doing the recognizing. When recognizing your employees, consider:

• Is the recognition given appropriate to the action/behavior you are trying to recognize?
  • Recognition should match effort and results, otherwise it loses meaning.
• Is the recognition authentic?
  • We know when someone is being inauthentic, so if you don’t mean it when you’re giving employee recognition, don’t do it.
• Is the recognition timely?
  • It’s not always easy to say “thank you” in the moment, but whenever possible, try to acknowledge your employees efforts in a timely manner.
• Is the form of recognition something tied to something the employee values?
  • By value, I don’t mean money. Are you pulling someone who prefers to operate quietly in the background up in front of a large crowd of people (virtual or in-person) to gift them with a certificate or plaque? Chances are this is exactly the type of recognition that they would find mortifying. A gift certificate to a favorite shop or restaurant with a nice handwritten card expressing your acknowledgement and gratitude for their work may actually be more valuable to that employee, whereas uber-public recognition may be right up another’s alley. Taking the time to ask them, and in turn getting to know your employees better, can help you determine the kind of recognition that is best for each of them.

Bonus – our preferences for appreciation are usually closely tied to our communication styles. Understanding one can lead to a greater understanding of the other! 😉

Shannon is a Certified Appreciation at Work Facilitator