Recognition at work: theory and practice!
Recognition is expressed in different ways. Depending on the context in which the word is used, the definition varies.
In this article, we take a closer look at recognition in the workplace, the different forms it can take, the benefits it can bring and how it can be integrated into the business.
How can a simple "thank you", a pat on the shoulder or even a lunch with colleagues have an impact on the productivity and well-being of employees at work? Let's take a look at some good practice in this area.
What is recognition?
Recognition in the workplace has become a key issue for companies and employees over the years. In fact, it is one of the main drivers of commitment in the workplace, and serves to prevent employees from becoming demotivated, unhappy and, as a result, less productive.
Recognition at work is the way in which individuals perceive the signs of consideration shown to them by their managers, colleagues or customers, as well as the attention they themselves pay to others. This recognition often takes the form of exchanges aimed at feeling recognised and valued by one's peers.
What are the different types of recognition?
We don't all have the same idea of what recognition is. In fact, as with everything else in our daily lives, we are not receptive to the same words, gestures or actions. When it comes to recognition, it works in the same way, with each person reacting differently according to their character, values and principles.
Unfortunately, we live in an era where companies think that recognition of results is the only existing and effective solution. On the contrary, it is not enough and can even lead to a negative reaction if used alone.
In fact, there are two other types of recognition needed to complement results-based recognition: recognition of the way we work, because results are not always linked to the quantity/quality of the work done, and recognition of the individual, because it responds to employees' need for esteem and belonging.
Recognition at work in figures
These days, there are a number of platforms that make it easier and more fun to express recognition between peers.
A study of anonymous employees using one of these platforms showed that recognition of results accounted for only 15% of recognition, even in the highest-performing organisations, despite the fact that it is the easiest to express.
Recognition for the way they work accounts for 23% of recognition, according to the study. Valuing the work of employees helps them to gain self-esteem and confidence.
Lastly, recognition of the individual accounts for 62% of all acknowledgements. It is considered essential by employees themselves, as it allows them to satisfy their need for esteem and belonging.
What has been deduced from this study is that there should be no restrictions when it comes to recognition. Used correctly, it can only lead to positive results.
The 5 languages of recognition
We don't all speak the same language when it comes to recognition. While everyone wants to be recognised, we are not all sensitive to the same signs of consideration. As a result, certain tokens of recognition can be misinterpreted if the employee does not value the mark of consideration used.
To avoid this kind of misunderstanding, which is a source of tension within the company, it is necessary to identify the primary, secondary and dissenting languages of each employee, and to act accordingly.
There are 5 languages of recognition:
- Employees whose primary language is "rewarding words" need to hear that their contribution counts through compliments (oral or written).
- Others are more sensitive to "special moments". In this case, quality time will be much appreciated, whether it's a 1:1 meeting with your manager or a group lunch with your colleagues.
- " Services rendered" is a strong brand for employees who are sensitive to it. For those who speak this language, the little helpings of their colleagues testify to the importance of the company's collective spirit.
- " Thoughtful gifts" are the best proof of consideration you can give to an employee who is sensitive to this language. They will be more touched by the unexpected and personalised aspect of the gesture than by the gift itself.
- " Physical interactions" reinforce the sense of belonging of employees who are sensitive to this language. It includes all moments of physical interaction (handshake, pat on the shoulder, high five, etc.).
Our advice for introducing recognition at work in your company
To start integrating a culture of recognition into your company, you first need to identify your language of recognition and that of your employees. In our white paper, you will find an online test to determine your primary, secondary and dissident language.
Here are a few concrete examples of simple gestures you can adopt to express your gratitude according to the primary language of your peers.
People who are sensitive to "rewarding words ":
- Write positive feedback.
- Pass on the employee's work to the whole company with a word highlighting its quality.
As regards the language of "services rendered ":
- Spontaneously carry out a few tasks for the employee to relieve them of their workload.
- Agree to arrange specific working hours.
In terms of "thoughtful gifts":
- Bringing a cup of coffee or a glass of water during the day to show that you have noticed their intense level of concentration
- Bringing a cake to celebrate birthdays and other special occasions
- Offer an unexpected and exceptional bonus
For "special moments":
- Suggest a coffee or lunch break to discuss the way you work
- Offer a 1:1 interview to debrief the results (and take notes)
Finally, "physical interactions":
- Check in with all team members in the morning
- Give them a pat on the back for encouragement
- Throw a High Five or shake hands with a colleague
Conclusion
These days, recognition in the workplace has become a pillar of motivation in companies. It represents a real lever for commitment to the job for employees, who feel valued and want to excel. But you still need to know how to express it in a concrete and effective way. Simply recognising results is far from enough.
To establish a real culture of recognition and to have an impact on employees' need for esteem, you need to add the two other forms of recognition discussed above. To avoid any misunderstandings when expressing recognition, there are the 5 languages of recognition. By identifying your own language and that of your peers, you will be able to express your appreciation in the best possible way.
This is all the more necessary in view of recent statistics showing that 78% of employees do not feel recognised at work and 39% do not feel appreciated. Yet 69% of employees said they would work harder if they felt their efforts were better recognised. These figures demonstrate the importance of recognition and the enormous impact it can have on productivity.
To find out all about recognition in the workplace and how to develop it, download our white paper on the subject!
Sponsored article. Expert contributors are authors who are independent of the appvizer editorial team. Their comments and positions are their own.
Article translated from French