Steps to meaningful and satisfying statements of recognition and praise:
Effective leaders must recognize positive results and solid performance. It’s inherent in the role they play to encourage and support their employees.
1 Describe the results you are recognizing as specifically as possible. General recognition lacks the credibility to be satisfying and rewarding.
Being specific and focusing on direct observations keeps the praise from being received as empty flattery. Remember to communicate the “what”, “how” and “when” information to increase the positive impact. Examples of recognition include specific actions that contribute to a positive outcome, as well as continued good solid performance. Examples of vague statements:
“Wow, you’re really great”, or “Great job”. Examples of specific statements:
“Your project report was completed on time and contributed significantly to
our understanding of the impact on company profits. Thank you.”
2 Describe the results you are recognizing as quickly as possible. Time lessens the memory and the impact of the event. Important details are lost.
3 Communicate why these results deserve your personal appreciation. Recognizing results is an opportune time to explain why it was so important to you personally. It may have met one of your goals, personal values or may have exemplified the mission of the organization.
4 Close by restating your recognition and your support of their continued contributions. Reinforce the main skill or behavior you observed, and ask how you can help or support them in doing their job.
Putting praise and recognition on your daily list of priorities is a very rewarding experience for you and your employees. For those receiving the recognition it strengthens their feelings of confidence and self-esteem. It’s a motivator and gives purpose to their work. It’s rewarding for you, the leader, because of the positive results you see in those around you.