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, its benefits and how it can be integrated into the company.
How can a simple "thank you", a pat on the shoulder or even lunch with colleagues impact productivity and well-being at work? Let's take a look at some best practices in this area.
What is recognition?
Recognition in the workplace has become a key issue for both companies and employees over the years. In fact, it is one of the main drivers of commitment to the workplace, and serves to prevent de-motivation, malaise and, consequently, a drop in employee productivity.
Recognition at work is the way in which an individual perceives the consideration shown to them by their manager, colleagues or customer, as well as the attention they themselves pay to others. This recognition often takes the form of exchanges designed to make you feel recognized and valued by your peers.
What are the different types of recognition?
We don't all have the same conception of what recognition is. Indeed, as with everything else in our daily lives, we are not all receptive to the same words, gestures or actions. When it comes to recognition, it works in the same way, each person reacting differently according to their character, values and principles.
Unfortunately, we live in an era where companies believe that recognition of results is the only existing and effective solution. On the contrary, it's not enough, and can even lead to a negative reaction if used on its own.
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 meets 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 among peers.
In fact, a study of anonymous employees using one of these platforms revealed that recognition of results accounts for only 15% of recognition, even in the most successful organizations, despite the fact that it is the easiest to express.
Recognition for the way we work, on the other hand, accounts for 23% of all acknowledgements, according to the study. Valuing employees' work helps them gain in self-esteem and self-confidence.
Lastly, recognition of the individual accounts for 62% of all acknowledgements. It is considered essential by employees themselves, as it enables 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 of recognition. While everyone wants to be recognized, 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, a source of tension within the company, it is necessary to identify the primary, secondary and dissident 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 is highly appreciated, whether it's a 1:1 interview with your manager or a group lunch with your colleagues.
- " Service rendered" represents 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'll be more touched by the unexpected and personalized 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 tips for introducing recognition at work in your company
To begin integrating a culture of recognition into your company, you first need to identify your own language of recognition, and that of your colleagues. In our white paper, you'll 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 sensitive to "rewarding words ":
- Write positive feedback.
- Communicate the employee's work to the whole company with a word highlighting its quality.
With regard to the language of "services rendered ":
- Spontaneously carry out a few tasks for the employee to relieve him/her of the burden.
- Agree to special working hours.
In terms of "thoughtful gifts":
- Bringing a cup of coffee or a glass of water during the day to show that you've noticed the high level of concentration.
- Bring a cake to celebrate birthdays and other special occasions
- Offer an unexpected, exceptional bonus
For "special moments":
- Suggest a coffee or lunch break to discuss the way we work
- Suggest a 1:1 interview to debrief results (and take notes)
Finally, "physical interactions":
- Check in with all team members in the morning
- A pat on the shoulder as a sign of encouragement
- Toss a High Five or shake a colleague's hand
Conclusion
Recognition in the workplace has become a pillar of corporate motivation . It represents a real lever of commitment to work for employees, who feel valued and want to surpass themselves. But it's important to know how to express it concretely and effectively. In fact, simply recognizing results is far from enough.
To establish a real culture of recognition, and to have an impact on employees' need for esteem, we need to add the two other forms of recognition discussed above. In order 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'll be able to express your gratitude in the best possible way.
This is all the more necessary in view of recent statistics showing that 78% of employees feel unrecognized at work, and 39% feel unappreciated. Yet 69% of employees testified that they would work harder if they felt their efforts were better recognized. 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 independent of the appvizer editorial team. Their comments and positions are their own.
Article translated from French