Why recognition that isn’t personal is doomed to failure
Sixty per cent of UK employees believe that more recognition for their work would improve their working life.
But 35% say that the recognition they receive is inauthentic and a similar number believe it’s meaningless, according to research by O.C. Tanner.
The problem is that some organisations treat recognition as an afterthought rather than a vital and integrated part of workplace culture. So, it’s often given in an ad hoc and generic fashion and the recipients are left feeling unseen and unappreciated.
A recognition programme that consistently lacks personalisation is unlikely to succeed as it lacks meaning and impact. Rather than feeling inspired to repeat behaviours and emulate the efforts and achievements of others, employees who get a generic ‘thank you’ tend to feel part of a conveyor-belt system that leaves them cold.
Make it free-flowing
To create a genuine culture of plentiful and free-flowing recognition where colleagues are inspired to repeat behaviours, all of which leads to better business results, organisations must focus on personalising recognition giving.
Firstly, this requires the frequent recognition of individuals’ efforts and achievements, and not just the results of teams. So instead of leaving personal recognition to the end of year performance review, appreciation of individual employees must take place weekly, if not daily across the organisation.
Colleagues as well as managers must be encouraged to appreciate their peers and it needs to be easy to do so. From a simple email of appreciation through to a handwritten note of thanks, the personalised sentiment should be viewed as just as important as the act of recognition.
Crucially, employees must be seen as individuals with managers getting to know each person’s particular likes, preferences and dislikes. This allows the recognition moment to be specifically tailored to them.
If a colleague feels uncomfortable with public displays of appreciation, for example, finding a more intimate but still meaningful way to give recognition is important.
Never an afterthought
The recognition giving must always be intentional rather than an afterthought and so the manager must put time aside to make the recognition moment special. When appropriate, peers and leaders should be invited to share in the celebration, extending the invite to family members when the occasion requires it.
Plus, during the recognition giving, the individual’s particular achievements and commendable behaviours must be praised.
- What did they specifically do to support their team?
- In what way did they go ‘above and beyond’ to deliver a project on time?
- Which behaviours are worthy of appreciation and should ideally be emulated by others?
Linking the appreciation giving to the company’s values elevates the recognition moment even further. By making the recognition values-based, the individual understands how their efforts, achievements and behaviours are part of the bigger picture and why their particular contributions are so important.
How colleagues can contribute
In addition, inviting others to contribute to the recognition moment makes it even more personal. Colleagues could be asked to contribute their stories and anecdotes, and for career anniversaries the recipient should be provided with a personal keepsake such as a memories book.
O.C. Tanner’s ‘Yearbook’ software streamlines this, automating the collation of year-specific messaging, personalised comments and photos from managers and peers.
Finally, meaningful symbolic awards should be provided to individuals to elevate the recognition experience when the moment needs to be made especially memorable and effective. In fact, employees who receive recognition with a symbolic award are three times more likely to remember the occasion.
Ultimately, recognition without personalisation is like sending a blank birthday card to a friend. The gesture is there, but the meaning is lost, and the recipient is left feeling invisible and unappreciated.
Individualising every recognition moment is, therefore, key, leading to happier, more motivated and more connected people who will want to stay with you longer.
Research insights from O.C. Tanner’s 2023 Global Culture Report
Supplied by REBA Associate Member, O. C. Tanner
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