Real Time Recognition
“”Thank you”
“I am aware of your contributions”
“You are valuable”
More than 65% of employees claim that what they do within their organization is unnoticed, or their efforts and business results are not appreciated. In addition, a lack of recognition and appreciation is a leading cause of resignations. High engagement leads to successful business results and low rates of employee turnoverReal-time-recognition is essential for us to feel valued in any environment. Real-time-recognition also essential in OKR and CFR.
– A Great Place to Work –
“Recognition and appreciation” is the second prescription in achieving employee satisfaction after “meaningful and clear goals”, since seeing the contribution of the employee and thanking them is the basis of commitment”
At this point, noticing and appreciating success should be one of the most effective actions a leader can take. It is not just something a manager should be willing to do, but should be encouraged to do in all dimensions. The Institution, the team, the teammates, the manager… everyone should see, notice and appreciate the contribution. It is critically important for this employee to feel valued and to know that their contribution to the company and team is valued.
“If the employee has value, they will make an effort to contribute”
Likewise, the organization should recognize progress, success, outcomes or the desired role model behaviors and turn this awareness into appreciation.
Think of the job of your dreams where you feel motivated while working!
The chances are, what makes you feel good when you consider this job is not only that your manager and organization recognizes and value your contributions, but that you also feel valued during your time with your co-workers. What makes you feel valuable is that your colleagues also see and value your contributions.
Appreciation is the only thing that makes you feel happy and valued.
Approval is such a strong emotional need that sometimes even neutral behavior can be perceived as negative if we have a preconcentive fear of disapproval.
“They don’t like me anyway, so they won’t like me.”
“No matter what I do, they’re not going to like it anyway.”
“I’m going to do something wrong again for sure.”
If I know that I have approval and that my contributions are noticed and I am appreciated…
“I must do my best.”
“I can get support and help.”
“Even if I make a mistake, it will be appreciated and we will solve it together…”
The most important benefit of this difference
- Engaged and competent employees
- A high performance culture
Did you know that the action of noticing and specifically appreciating the contribution of an employee provides a 92% contribution to their willingness and contribution?
Some ideas for creating a culture of recognition and appreciation;
Explain the contribution clearly and with all relevant dimensions (behavior, outcome, product…)
Offer your appreciation at the right time (the right time is when the work you appreciate has been completed and its effects have passed)
Ensure the contribution is linked to your values, the competencies you seek to develop and your uppermost goals.
- Announce contributions to all relevant people and teams (other teams, customers, the general manager…)
Encourage your team to recognize and appreciate the contribution among team members. (Appreciate not only the appreciated, but also those who appreciate it!)
Recognize and appreciate the individual and team contribution.
If there is a completed and finished job, it means there has been teamwork. Success in any team does not belong to one person. Remember that if there is success, it is a product of teamwork. If there is a post-recognition reward, award it as a team. Identify and share each contribution.
Even a simple thank you at the right point in the meeting, in between meetings or in front of the whole team has a considerable motivational effect.
At the end of the day, your messages are:
“Thank you”
“I am aware of your contributions”
“You are valuable”
Just saying these things strengthens the commitment. If you are curious about how to set clear and inspiring goals to boost engagement, and the broad range of meaningful one-to-one conversations, feedback and appreciation, please view the OKR and CFR articles.
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