Q4: In the last seven days, I have received recognition or praise for doing good work.
Help Me See My Value: Employees need to know that their best efforts are acknowledged and valued.
Managers, try this now:
- Add a peer recognition as a standing team meeting agenda item.
- Ask “We had a busy week, who has a shout out for someone on the team?”
Action tool: Engaging Conversations: Recognition
Managers who fail to deliberately use the power of positive feedback are not only handicapping their own managerial effectiveness, but they are also diminishing the power of their employees and teams. The challenge is that what is meaningful recognition to one person may not be as valuable to the next.
Asking the following questions can help identify motivating factors:
- How do you like to receive recognition?
- What is the best recognition you have ever received? What is the best recognition you have received in the past six months?
- What type of recognition do you prefer? What are you most comfortable with?
- From whom would you like to receive recognition?
- Think of three colleagues who help you most in your job. How have you thanked them or recognized them for their help?
- Who are your biggest cheerleaders at work? Who helps you believe in your success?
- As a team, how can we build a culture that encourages and values recognition and praise?
Originally produced by Gallup. Adapted with permission.
More Q4 resources
Great managers know that they can never give too much recognition if it is honest and deserved.”
- Gallup
Three Attributes of Effective Recognition
Authentic
Recognition feels genuine, real, and heartfelt
Recognition feels genuine, real, and heartfelt
Meaningful
Praise that highlights the value of the work and the person doing it
Praise that highlights the value of the work and the person doing it
Motivating
Recognition that taps into what matters most to the individual
Recognition that taps into what matters most to the individual
