Why Your Best People Are Tired of Waiting for Recognition
How to value each other.
“Finally, I am being recognized.”
I’ve recently read that Millenials and Gen Z are likely to move on if they don’t feel appreciated.
At the same time, managers have a false idea they do not appreciate their team members enough. It is a blind spot for many because, from the recent survey, it seems recognition is a real pain point for employees.
Don’t let your best people be tired of waiting for recognition. Good word is cheaper than replacing people. Now, learn how recognition matters.
High-performers and silent recognition
What is a good job? And what is the extra mile? What if someone constantly delivers more? Does it become their standard?
High performers have a difficult life. They work hard but often go unrecognized despite their consistent contributions.
They can become victims of their success. For example:
If you handle 12 projects while the average worker is only 6, you always get more, because you can handle it.
If no one wants to work with this client, but you like challenges, you always get the most difficult ones.
If you help others all the time, they expect you to do so all the time.
The assumption that high-performers can do more is troublesome. Their good work speaks for itself. Yet, they often get more responsibility without a salary increase, promotion, or even a good word. That leads to disengagement.
Why bother doing more without getting something out of it? Not even positive annual reviews can survive the lack of recognition.
You can do more. But the question is how long before you get annoyed?
The cost of ignoring recognition
Is recognition free? It depends.
In many cases, simple words can make people feel recognized and valued. So, yes. Recognition could be free. Wouldn’t you want to have a free booster for employee engagement, a recipe for increasing productivity, and loyalty?
The act of recognition sends messages to other employees about what success looks like. - Gallup.
So, what happens when you don’t recognize people who work for your team?
You don’t have clarity on what the desired behavior is.
You don’t show others what success looks like.
People are not motivated.
People are likely to quit.
How much does it cost you?
Center for American ProgressOpens in a new tab estimates for specialist, senior, and executive positions the cost per employee could be as high as 213%.
On top, the lack of recognition can affect your company brand. People talk and leave public reviews.
One manager who ignores recognition can make quite a problem for future hiring.
What people actually want
Drum, drum, drum.
Employees want authentic recognition.
Generic fluff you say to everyone is for nothing.
Authentic recognition is linked to respect at work. Insincere recognition, on the other hand, can backfire. Don’t do it just for the sake of doing it.
Gallup summarized the value of authentic recognition into 5 points:
It is a matter of respect.
Reflects organizational culture.
Affirms employees’ value.
Clarifies progress and performance.
Inspires confidence in future opportunities.
There you are. Now deliver it.
Creating a culture of recognition
It is not always about money. Don’t forget people also have egos and dreams. They want to be tapped on their shoulders.
Peer-to-peer recognition is a wonderful start. It builds a positive and supportive environment. Tell your mate, they did well and see what happens.
Yes, if you have access to bosses with a higher rank, use them. People will remember that well.
Either way, you need to train managers to recognize small wins and progress regularly. They too often expect the extra mile as a standard. There should be some line for doing their job well and going beyond.
Ask your managers how much time they think they spend on recognition. I can tell you straightway not enough. It should be their daily bread, but it rarely is.
Don’t wait for structured meetings. Help them build positive feedback and recognition culture every day.
Think about doing this:
Public recognition or awards (cheesy but still works!)
Private recognition from a boss, peer, or customer
Giving good marks during evaluation or performance reviews
Promotion
Give time off
Gamify giving positive feedback
TL;DR
Just don’t wait for your best employees to burn out, please. Don’t let them leave. Recognize what they do. They will remember that, and stand by you in return.
Authentic recognition is the most meaningful way to motivate employees. Managers have to prioritize saying a few kind words to people. No excuses or feelings of embarrassment.
If you want to build a pleasant and high-performing culture, you need to value each other.
Let’s go to work now! Ivona
Workshop Alert: Boosting Accountability: Practical Steps for a High-Performing Team (Tue, Oct 15, 2024, 3:30 PM - 4:30 PM CET)
60 minutes Workshop Breakdown:
1. Introduction to Accountability
- Define what accountability means in the workplace
- Discuss the difference between responsibility and accountability
- Why accountability is crucial for a high-performing team
2. Setting Clear Expectations
- Clarifying roles and responsibilities
- Creating SMART Goals and using Skill Will Matrix
3. Establishing Transparent Communication
- Consistent check-ins
- Fostering open dialogue
4. Encouraging Ownership and Initiative
- Empowering team members
- Promoting problem-solving
5. Accountability Systems and Tools
- Tracking progress
- Feedback and holding people accountable
6. Building a Culture of Accountability
- Modeling accountability as a leader
Q&A and Wrap-UpLink to the event: https://us02web.zoom.us/j/83443181802?pwd=FMl8tMkcnwF5VaUK4nvNrCx83AzZF8.1
Thursday Newsletter: The One and Big Communication Tip You Will Ever Get From Me