We all look forward to the time when our hard work gets noticed at the office. It’s not just about the pat on the back—it’s about feeling valued and motivated. Employee recognition is a powerful tool that has a huge impact on workplace wellbeing.
In our fast-paced work environments, acknowledging and appreciating our team members can make a world of difference to their mental health and overall job satisfaction.
In this article, we’ll explore this link and look at how recognition can help to create a positive work culture. We’ll also discuss ways to tailor recognition to different personality types, ensuring that your approach is as impactful as possible.
Prioritising Employee Wellbeing
Boosting Self-Esteem & Confidence
When we acknowledge our colleagues’ efforts, achievements and remarkable behaviours, we’re doing more than just saying “thanks.” We’re helping to build their self-esteem. This boost in confidence can lead to improved job satisfaction and performance.
Our team members with healthy self-esteem tend to focus better, need less time off, and get along well with others.
It can also help those who struggle to take accountability for their work. Being recognised for their contributions will give them the confidence to tackle new problems and overcome challenges independently when needed.
Similarly, it could help to develop a sense of leadership—enabling them to take control of team projects or go out of their way to take on new responsibilities.
Reducing Stress & Anxiety
Recognition can also be a powerful tool to combat workplace stress. By showing appreciation, we can help alleviate some of the common symptoms of stress, such as poor concentration, low mood and lack of motivation.
It’s amazing how a simple “well done” can make a difference in someone’s day.
Not only does it show your team that they are valued, but reassures them that they are being supported. Building these positive relationships can benefit many areas of someone’s work life.
Fostering a Sense of Belonging
When we recognise our team members, we’re also helping them feel like they belong. This sense of acceptance and inclusion is crucial for mental wellbeing. It’s about creating an environment where everyone feels valued for who they are, not just what they do.
This is where tailoring your recognition strategy comes in. If you can make an effort to reward and recognise your team in ways they will appreciate most, it demonstrates your care and understanding of them as a person.
Building Trust With Colleagues
Regular recognition also helps build trust among team members. Encouraging peer-to-peer feedback and recognition creates a culture of openness and support. This trust is essential for a healthy work environment and can lead to better collaboration and productivity.
It also reinforces the culture you’re trying to create within your organisation. If others see their leaders making this a priority in their day-to-day, they are more likely to build the same habits and follow suit.
Creating Psychological Safety
We prioritise psychological safety by encouraging open communication and embracing diverse perspectives. Team members should feel comfortable sharing ideas and concerns without fear of judgment.
Viewing mistakes as learning opportunities promotes innovation and risk-taking.
However, it’s also important that we complement this with proper training for managers. Understanding how to conduct certain conversations—particularly those that may be considered more difficult—will ensure they are set up for success.
Tailoring Recognition to Different Personality Types
One of the biggest challenges for developing an organisation-wide employee recognition program is that different individuals are motivated by different incentives. By tailoring our approach, we can ensure everyone feels valued.
Understanding Employee Needs
Your team is likely made up of a mix of introverts, extroverts, and ambiverts, each with their own preferences. Typically, introverts prefer more individual, low-key forms of recognition. Things like a thank you note or box of chocolates and a handshake will bring the most value to them.
While extroverts tend to thrive on social interaction. This means that making a bigger deal of their contributions in front of colleagues or within the company newsletter will be something that sticks with them.
Getting this right can help avoid unintentional consequences like feeling embarrassed or uncomfortable at work. But it also allows you to ensure the scale of the recognition matches the contribution.
Bridging the Generational Gap
Generational research also provides a useful way of understanding what employees find motivating. Certain factors—such as financial incentives and praise—are universally appreciated. But how much they matter may change for different age groups.
In general, baby boomers prefer a more formal setting in front of their peers, like receiving a plaque at a ceremony. Millennials do not need the same approach, but they expect more immediate and frequent recognition.
Considering what your employees value most will help to create the best culture and improve your employees’ wellbeing through valuable recognition strategies.
If In Doubt, Just Ask
Every organisation has a different culture that will require a varied approach to employee recognition. Some may leave it down to managers to decide how it works for their teams. Others may want a more consistent approach across the company.
At the end of the day, gathering insight about your employees, their priorities and what they actually want can help you shape a bespoke strategy and get the most value out of your approach.
Employee surveys and good old-fashioned conversations are great ways to introduce the topic and get honest, realistic feedback you can use to improve.
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