Who doesn’t like recognition in the workplace?

All employees across all roles in an organization do. Without an iota of doubt, employee recognition tends to be directly proportional to overall employee engagement.

Steven Covey, author of the bestselling “The 7 Habits of Highly Effective People”, felt so strongly about people’s need for appreciation that he stated: “Next to physical survival, the greatest need of a human being is psychological survival, to be understood, to be affirmed, to be validated, to be appreciated.”

Each one of us in our respective roles follows our own method to meet this need. However, it continues to remain an area of concern with teams. So, the fundamental question is – are we doing it right?

To make it simple – I propose the ASIC (Amplification, Sincerity, Individualization and Culture) model. This model is built on suggestions from various teams and includes four key parameters as below –

Amplification:

Amplification is based on the basic premise of spreading the word – You blow your team member’s trumpet for what they have achieved and everyone around hears you. This need stems from the fact that employees often feel their achievement has not received the visibility that it should; probably because it remains between the individual and the manager.  

Spreading accolades can be extremely motivating for employees when they feel that the impact they created has received social recognition.   

One can take various innovative approaches at a team level to amplify appreciation – team meetings, company arsenal, social media channels, etc. The key is to be fair, consistent, and compliant with organizational policies.  

Sincerity: 

Words of praise can be encouraging to your team, but they must be sincere. If they are perceived as being hollow or inauthentic by the recipient, the same words will not accomplish their purpose. Body language and tone can easily communicate your intention. So, sincerity is an important aspect while showing recognition. Unless the recognition is genuine, it cannot provide the desired affirmation and hence becomes totally ineffective for both the organization and its employees. Timely recognition is as important as ensuring that it is offered genuinely.

Individualization: 

It is often said that “one size does not fit all”. This is also true when it comes to recognizing people. Just as everyone is unique, the language of recognition that each understands is also different. For example, while one may feel recognized with a simple thank you note, another may feel motivated with immediate verbal feedback. Yet another would like to be applauded in front of an audience and some may feel content with monetary reward. Thus, individualization plays a key role.

Managers need to invest time and effort in learning what motivates each employee. This information can guide them in deciding the most effective method of recognition.

In the book “The 5 languages of appreciation at the workplace”, authors Gary Chapman and Paul White emphasize this point and have suggested various ways in which you can determine the primary language of recognition for an individual.

Culture:

Recognition needs to be embedded in the DNA of an organization. In our busy working lives, we tend to miss recognizing people who are creating a positive impact. Leadership teams should evaluate their current processes and assess how this can be done on a continual basis, rather than on specific occasions like mid-year or annual performance reviews.  

As a first step, this can begin with onboarding training programs. So, employees understand the importance and various avenues that are available for recognition. Recognition as a process should flow in all directions, irrespective of hierarchy. An organization should strive to build a culture where each employee feels empowered to appreciate anyone who makes a difference.

It has been my experience over the years that when you communicate appreciation to your team, it creates a sense of loyalty. People are willing to give their best because they know you care about them. When your colleagues see that you are appreciative, they often reciprocate the same sentiment to their co-workers and thereby spreads the wave of positive work culture.

So, the next time you would like to recognize someone, use the ASIC model as a reference point. Share your experience and contribute to more ways for recognizing your employees, peers, seniors etc. With your valuable input, we can evolve the model further.