When you want to recognize someone: 3 things to keep in mind

Many organizations and managers are rushing to figure out ways to retain their staff. Retention is not necessarily easy to impact. Many factors need to come into alignment for someone to agree to accept a job offer in the first place or stay with an organization. Most of these factors are very individual. 

People need to feel aligned in their values and fulfilled in their work. They may want appropriate authority, autonomy, or stability. They need to feel their opinions count; they are paid appropriately, have flexibility, and access benefits and perks that fit their lifestyle.

When it comes to rewards and recognition, people are also very individual in their preferences. One size fits all programs may work on some level, but we need to seek to understand what matters to people before implementing large programs. Recognizing good work in a non-monetary way can help build confidence and generate good feelings, and simple appreciation can go a long way.

As managers, we have been trained to provide positive feedback and recognize good work wherever we see it. This act can undoubtedly keep people engaged and motivated to strive for more.

For me, recognition on some level is important. I don’t need to be told "thank you" every day or have my name uttered in a leadership meeting frequently. Some people do. Some people don’t. Some people shrink from public recognition. It is essential to know your people and learn what they want and need to be successful as a manager.

I once had a team member who did not want to be publicly recognized. It embarrassed her. She felt hearing she did an excellent job from me or the department head was enough. I had other team members who would get so angry when their names didn’t appear in the all-hands meeting PowerPoint presentation.

Here are three things to do to help personalize recognition for your team.

1. Use assessments.

I am a fan of personality tests. I have taken them all. I know what color I am, what letter or letters describe me, what style I gravitate toward, my strengths, and how I like to be recognized. Whatever instrument is available to you in your organization, please take it. Have your team take it. The point is not to put people in boxes, although our society sometimes likes that, but to understand why people react a certain way, how we handle stress, and how we want to be appreciated. If you don’t use assessments in your organization, I recommend social styles or StrengthsFinder. Both have free and paid online assessments.

2. Understand individual preference.

Over time, I have found four general types of recognition people prefer based on who they are and what matters to them.

1 - Name in lights on the marquee. These people are usually extroverts and get their energy from others. So, it makes perfect sense that they want this level of celebrity. They need public recognition for a job well done. As this person’s manager, you should find or create these opportunities to keep them engaged.

2 - Let me lead. Some people don’t need all the accolades; they want more responsibility and leadership roles. Sometimes this means higher-level projects; sometimes, it means showing you trust them to lead the next effort, and you trust them to give more autonomy.

3 - Show me respect. Somewhat aligned with the above, some people want to be the expert. They want everyone’s respect because they are dependable and can get the job done. They want to be the go-to person.

4 - Say thank you. Some don’t want their names shouted from the rooftops; instead, they want some appreciation in the form of a "thank you." You were so helpful. You are so valued. We can’t do this without you. They need validation (most of us do!).

None of these types are mutually exclusive. Someone may want their name in lights and more leadership responsibilities. Some may want to hear thank you and be given respect. 

3. Ask your team.

Finally, ask them if you can’t empirically figure out how your team likes to be recognized. The team member who got thoroughly embarrassed by having her name mentioned in a large crowd appreciated being asked first. For those of us who like to be recognized publicly, it may seem foreign that someone doesn’t like hearing their name mentioned. Ask your team what matters to them. You will be surprised what you might hear. For some, as mentioned above, the best way to” recognize” someone is to get out of their way — to trust them with something big. Others want a cash incentive or a raise (perhaps everyone might like that!). But, be careful….money isn’t the primary motivator for everyone. 

The key to recognition is to get to know your people. Honestly, the simplest way to do this is to ask them. Just watch out for the shy ones who may tell you they don’t need anything. If that is what you hear, I tend to go for style #4 as a start.

Recognizing hard work has always been important. Today, we need to ensure we give feedback regularly to help our teams learn and grow. Feedback includes both praise and constructive. We need to balance both. To learn more about feedback, check out the first section in my new book: Succeed from the Middle, available on Amazon.

Start recognizing someone today with a simple “thank you”; it costs nothing, not even time.