Next up, we’re covering Gallup’s Element of Employee Engagement #4:

• “In the last 7 days, I’ve received recognition or praise for doing good work.”

Though recognition and praise are often considered “extras” in a professional setting, in reality, they’re 100% necessary for a highly engaged, productive work environment. A workplace that fails to notice and appreciate effort soon won’t have any effort to acknowledge in the first place. 

The trick that often catches workplace leaders unaware is the fact that not only does that recognition and praise have to be genuine, but they have to come regularly. There’s no one-and-done or set-it-and-forget-it method for making sure that your employees have a reason to feel good about themselves and the work they do. 

The Psychology Behind Why Recognition and Praise Matter

Far from a trivial bonus for going above and beyond, receiving recognition of one’s work is a fundamental psychological need, according to Maslow’s Hierarchy of Needs. It falls into the fourth level, known as the “Esteem Needs,” which includes esteem for oneself and the desire for status and respect from others.

When leaders take the time to acknowledge their employees, it feeds their self-esteem and reinforces their identity as a necessary part of the team. This validation then motivates them to maintain and even improve upon their performance, which goes on to create a positive feedback loop: As they strive to meet and exceed expectations, they earn more praise, further boosting their professional confidence. 

Humans are hard-wired to seek approval from others, insofar as a genuine piece of praise releasing dopamine, the neurotransmitter associated with the reward center of our brain. Michelle Rozen, PhD, explained further:

“Every time you receive a genuine compliment, it triggers the same area in the brain as receiving cash.It’s the reward system, and it’s like getting $100 bucks. With so much stress, burnout, and mental exhaustion today, we can create real change when we realize the power of compliments.”

In the workplace, praise is practically its own form of currency, with benefits well worth the effort of making sure that each employee knows their good work is seen and valued. 

What Do Rewards and Recognition Look Like in the Workplace?

When you first take on the task of becoming a consistent force of positive feedback, it might feel forced or, in some cases, even uncomfortable. The key is to remember that recognition requires personalization if it’s going to motivate an individual. 

Be willing to have conversations with your team to understand their preferences for receiving praise, and, as you experiment with different methods, you’ll find the best ways to leverage those compliments in a way that means the most to the person receiving them. 

Here are a few examples of delivery methods that can help you kickstart those conversations:

Public Acknowledgment

When you have the team together, take a few moments to publicly acknowledge the recent efforts of a few of your employees. This will not only highlight their achievements to their peers but also set a standard to which others can aspire. 

Personalized Notes

While personalized notes are more time-consuming than a public acknowledgment, it’s quite common for people to prefer not to be “called out” in front of their peers. Writing your thoughts instead lets you express your appreciation in a more intimate and direct way without causing undue embarrassment. 

Peer-to-Peer Recognition

After you’ve got the ball rolling with turning the workplace into one that openly shares praise, you’ll start to see the employees themselves cultivating a supportive and collaborative environment. This creates a community where praise flows not only from the top down but also laterally. Actively encourage colleagues to nominate one another for their hard work, and you’ll see them start to build a far firmer sense of camaraderie that strengthens team bonds and creates a more cohesive, motivated workforce.

Immediate Feedback

Waiting too long to acknowledge good work can diminish the impact of the praise, so help your employees feel valued in the moment by providing immediate feedback, whether verbally or through a quick message. They’ll get a mid-day boost via a dopamine release in the brain, creating a positive emotional response that helps your team maintain momentum and encourages continuous high performance.

Opportunities for Growth

Sometimes, the best recognition comes from showing employees that you value their potential and trust them with greater responsibilities. Giving them the freedom to upskill with your support acknowledges both their past work and the potential you see in them, which can increase their long-term loyalty to the company. 

Learn About the True ROI of Recognition and Praise

When employees feel genuinely appreciated, it has a powerful ripple effect that extends from the individual to the team and then to the company as a whole.

Now is the perfect time to cultivate a culture of appreciation and watch your team thrive. Ready to take the next step? Schedule a session with business coach Lori Moen to discuss ways you can maximize the potential of your talented team through meaningful recognition and praise. Celebrate their efforts and reap the rewards of a highly engaged workforce!