We frequently use the terms “recognition” or “appreciation” to mean the same thing, but there’s a distinct distinction between the two. The former refers to giving positive feedback in relation to outcomes or performance. The second, on the other side is about acknowledging an individual’s natural…
Recognizing and appreciating. We frequently use the words in a similar way, and see them as being the same. However, while both are important however, there’s a distinct distinction between them. For managers who would like their teams to flourish and for organizations looking to build cultures that encourage loyalty, engagement and top efficiency, it’s essential to be aware of the distinction.
Recognition is the process of providing positive feedback on the basis of results or performance. Sometimes, this is done in a formal manner such as an award, bonus, rise, promotion. Sometimes, the recognition is more casually: a simple thank you, or a handwritten note. Any of these strategies can be effective, especially when they’re carried out with a prompt and genuine manner. They’re also stimulating and exciting as everybody wants their work to be acknowledged.
There are limits to recognition. First, it’s based on performance therefore it’s conditional. It’s also dependent on the past, which means it’s based on what others have done before. Third, it’s scarce. There’s a finite amount of recognition that can be passed around — nobody can receive a reward or be named in a memo and it can be stressful when lots of individuals are competing for a limited number of accolades. Fourth, the recognition generally needs to be given by the highest levels. Numerous organizations have established programs to allow colleagues to recognize each other’s accomplishments However, the most important kinds of recognition (promotions or raises and others) generally are presented by the top leaders.
While recognition that is based on financial compensation is a great thing Researchers of the London School of Economics found that financial rewards can cause harm when it comes in motivating workers. Based on an analysis of 51 studies, “these incentives may reduce the employee’s desire to finish a task and gain pleasure by doing it.”
Appreciation On the other hand is about acknowledging the inherent worth of an individual. It’s not about their accomplishments. It’s the value they bring to an individual and as a human being.
In simple terms, appreciation is the result of what people do while it’s about who they are.
This distinction is important as acknowledgement and appreciation are awarded for different motives. Even when individuals achieve it is inevitable that there will encounter challenges and failures throughout the process; depending on the particular project the project may not even have tangible results to refer towards. If you are focused on positive results and recognizing them and recognition, you are missing out on numerous occasions to meet and help your team members to acknowledge their contributions.
Here are some easy ways to show your appreciation for your friends and family members:
Listen. One of the most beneficial employee appreciation ideas you can take to the people you interact with is the easiest: Turn off your cell phone, switch off from your laptop, and really listen to the people you work with.
Let people know what you appreciate about you about them. Making this decision proactively not simply because you think you think they did something amazing or you expect something from them is a powerful way to show appreciation. It can significantly impact the way your colleagues view their work, how you interact with them, and also the overall atmosphere of the workplace.
Check in. I’m a fan of a saying that is often associated with Teddy Roosevelt: “People don’t really care about how well you’re aware of until they understand the amount of care you put into it.” It doesn’t matter who was the person who said it, it’s an effective reminder. Be sure to check in with those you are working with. Inquiring about their performance (and actually saying it) and what challenges they’re being faced to right now will make them feel that you’re interested.
Appreciating employees is particularly important for managers. According to Glassdoor’s Employee Appreciation Survey 53% of respondents were of the opinion that having more appreciation from their boss could help them remain with their employer for longer although 68% of them claimed that their boss shows the employees enough appreciation. What’s the lesson? More is always better.
