Speaking to various managers out there about what they are doing to drive high performance with their teams, is not surprisingly mixed. Often the simple question is answered and then augmented with a range of complaints. “If they only knew how much I worked when I was in their shoes.”, “They don’t know how easy they have it. And my personal favorite, “They should be grateful they have a job.”
As a manager, you have a fundamental role to play in motivating your team. While competitive salaries and benefits are important, day-to-day recognition is by far the single most impactful thing a manager can do to drive inspiring engagement and performance. When employees feel genuinely acknowledged, their satisfaction and productivity increases.
Recognition demonstrates to employees that their effort and contributions matter. But beyond the obligatory, thank you, if the manager would share a story of how the way their employee has had an impact on the team and the company and how valued the manager is for their contributions, you’ll likely get the employee to goose bump territory. Make them feel connected to their work, and the company’s mission/goals – there is the opportunity.
Meanwhile, failing to acknowledge achievements and milestones leaves employees feeling invisible, like their work doesn’t matter. This gradually erodes engagement as people don’t feel inspired to invest time and energy. Lack of recognition is in the top 3 reasons employees become dissatisfied and leave jobs.
Recognition should be frequent and specific, highlighting what the employee did well. Generic praise like “good job” doesn’t have the same effect. Sincere, personalized acknowledgement resonates more. Peer recognition can also amplify the impact by creating a culture where teammates regularly validate each other’s contributions.
Public acknowledgement in team meetings or company newsletters boosts impact by making employees feel proud. However, every employee has different preferences, so it’s important to utilize a range of recognition styles.
In some companies, a peer-based recognition program can see work. Giving people, “taco’s” as a means to recognize, and then in turn the employee can redeem these taco’s for gifts, etc…
Cultivating a recognition-rich environment starts from the top. Leadership sets the tone. Managers should model acknowledging contributions from their own boss and peers. This demonstrates recognition’s importance and gives employees permission to do the same.
While implementing formal reward programs has its place, impromptu acknowledgement during daily work makes the biggest difference in making employees feel their efforts are valued. Purposeful recognition significantly enhances job satisfaction, loyalty and performance. Make recognition a consistent priority, and you’ll motivate a thriving team.
So go do the simple stuff. Recognize and acknowledge your people, their work and how their work has an impact on the team and company performance. You’ll be amazed just how far people will go when they see this woven into the culture.