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The war for talent is forcing organizations to redouble their efforts to engage and retain employees. When it comes to the subject of engagement, one concept comes up consistently: recognition. But is it just about money? Studies conducted by the Gallup Institute have shown that compensation is not the most popular form of recognition(Employee recognition: low cost, high impact - A. Mann & N. Dvorak), a trend that is growing among the younger generation. But why is recognition so important, and beyond the monetary aspect, what are the levers that managers can use to meet this fundamental need?
In this article, discover :
- Why recognition is a key element in developing the well-being and motivation of your employees
- Best practices for sincerely complimenting your employees and making them a powerful management lever.
Appreciation and recognition are basic human needs. Man is a social animal. We have evolved for millennia in a context where our survival depended on our acceptance by the group. Collaboration with our peers was necessary to hunt, to defend ourselves from aggressors... Rejection by the group often meant certain death. These conditions of existence have shaped human beings and have ramifications up to the present day. Modern man seeks validation and fears rejection.
Oprah Winfrey, an American journalist, explained in a speech at Harvard that after 25 years of interviewing presidents, stars, top athletes... she had realized that this desire for recognition is the highest common denominator between individuals. From Barack Obama to Beyoncé, everyone asked the same question at the end of the show: "Was I good?".
In the professional context, numerous studies have shown that recognition and compliments have a considerable effect on the happiness and motivation of employees. So, as a manager, how do you respond to this need?
To begin with, let's talk about what we very often see in organizations: the generic, insincere compliment aimed at getting a reproach across.
This technique where compliments and reproaches are alternated is called the "shit sandwich" by the Anglo-Saxons. And it doesn't work (see our article on feedback).
At best, it will have no impact. At worst, it'll make you look like a hypocrite and a manipulator.
Your recognition efforts must follow three rules:
- Be disinterested and sincere. It should not precede a request for a favour ("You're great, could you urgently make me this report...") or a reproach ("You're creative, but you lack structure"). Adding "but" after a compliment makes it immediately worthless.
- Be personalized and thoughtful. Generic, effortless compliments have little impact. At the end of a project, put yourself in your employee's shoes and think about the obstacles he or she has encountered. Mention them and add his or her unique qualities that helped overcome them. Ex: To deliver this project, Yasmine had to take on board the ISD, which was often resistant. She succeeded thanks to her listening skills and her extraordinary emotional intelligence.
- Be formulated in public, to make it even more rewarding for the person concerned and participate in building a culture of recognition in your organisation. Indeed, you are not the only one concerned, everyone must make this effort to appreciate the contributions of others!
Gallup conducted a study to understand the drivers of recognition in the workplace. To do this, their analysts asked a panel of employees about the most memorable recognition moment in their careers (pictured below).
As we might have expected, the direct manager comes out on top (28%). But they are immediately followed by the company's executives (24%), and peers represent a significant portion as well (9%). The conclusion of the survey: recognition is not just a matter for managers and must occur at all levels of the organisation.
To create this culture of recognition, the most effective lever is, as is often the case, to set an example , as a manager at the level of your team and as a leader at the level of the organization.
In addition, to encourage your teams to adopt this good practice, include dedicated rituals in your team meetings(see illustration below). Invite everyone to share their successes at the beginning of the presentation. Ask who they would like to thank for their contributions. Anchor this practice in your culture. For my part, I have included two preparatory questions in our team meeting on Monday morning using our Axel tool. And it works! Below is one of the answers from last week.
Everyone is playing the game, and this practice has really strengthened the bonds between the team members.
As you have understood, recognition is a strong expectation of everyone. Whether you are a CEO, manager, or employee, the next time someone on your team accomplishes something, take the time to appreciate it. Put yourself in their shoes and think about the difficulties they overcame, the qualities they had to mobilize. And say it loud and clear!
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Ajila, C., & Abiola, A. (2004). Influence of rewards on workers performance in an organization. Journal of Social Sciences, 8(1), 7-12.
The Impact of Employees' Recognition, Rewards and Job Stress on Job Performance. Syed Durrab Hussain - Dr. Abdul Khaliq, Qasim Ali Nisar, Aamir Zamir Kamboh
Recognizing Employees Is the Simplest Way to Improve Morale - Harvard business review
Psychology today "Lack of Employee Recognition is a Management Epidemic"
