Attracting the right talent and maximising their performance in purposeful, good-cultured organisations is a mission not unique to us.

Most aspire to this. Having the right information and the discipline to do the hard work often gets in the way.

Whether it is professional sporting teams, non-profits, or high-stress corporate environments, the fundamentals are often the same.

When it comes to performance, a key factor is Recognition. Feedback. Appreciation.

Why Recognition…

Regardless of what the current buzzword is, people want to know:

1. How they are going
2. That their efforts are valued.
3. Their contribution to results
4. Their connection to the purpose
5. Their growth and career journey

At the very basic level, recognition provides a feedback loop.

Recent research by Indeed revealed Recognition was rated as a top priority for 73.4% of employees. And 41% of workers say they feel inspired to excel when valued.

Yet, most teams fail to make it a priority.

Perception vs Reality on Recognition

There is also a gap between how managers think they lead their teams and how their team members say they are being led.

When it comes to feedback or recognition, 50% of managers ‘strongly agree’ that they give feedback to their direct reports vs only 20% of direct reports ‘strongly agree’ their manager does.

Establishing a weekly coaching habit that includes meaningful feedback and recognition for quality work is a key growth opportunity for managers.

How do you incorporate the Discipline of Recognition in your team?

Six steps:

1. CADENCE – In our experience, weekly (or at least monthly) 1on1s are the best starting point for regular feedback and recognition. Dedicated, uninterrupted full engagement time with team members allows for meaningful conversations.
2. SPECIFIC – Recognition cannot be a walk-by throw-away ‘good job’ high-five. It must be specific. “Yesterday, when you did this, to this customer, it had this effect and this result.”
3. AUTHENTIC – Inauthentic praise can do more harm than good. Being specific helps, but being authentic is even more critical.
4. CONTRIBUTION—Providing context to how one’s efforts contribute to the organisation’s purpose, mission, goals, objectives, and outcomes.
5. PROFESSIONAL GROWTH – How one’s ongoing efforts align with their professional journey, career growth and aspirations.
6. PUBLIC vs PRIVATE—It is important to understand one’s preference for praise or appreciation. Some (mainly men) prefer public acknowledgement, while others prefer private. When it comes to critical feedback or criticism this must always be done in private.

Recognition may seem immeasurable, abstract and soft, but the benefits are tangible with higher Engagement, Collaboration, Satisfaction, Innovation and Retention in the team.