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- How to Give Recognition That Boosts Performance
There is no valid excuse for not providing recognition because there are always abundant reasons, big or small, for which people deserve it.
Recognition is not just a formality, it's an art and a skill that’s crucial in leadership. Understanding its importance and applying it daily can transform a team member’s performance.
Employees want to experience recognition for their efforts that go beyond the paycheck. Unfortunately, 33% of professionals feel they receive adequate recognition for their work.
If you want to be the kind of leader that leverages recognition, this week is for you.
I. Recognition is fuel to continue winning behavior.
What it means:
Recognition, in the context of leadership, refers to appreciating team members’ efforts, behaviors, and contributions. When leaders give recognition, it releases dopamine, which makes people feel good. Thus, creating an internal desire to do more of the behaviors that caused the praise in the first place.
In the Accelerate Leadership Program, I cover an important model called the Route to Results to show leaders how winning behavior is produced, which you can see below.
When you recognize behavior that exceeds the standards of your team or organization, it fuels future excellence. Recognition is required to help a behavior (conscious action) become a habit (subconscious action).
II. Fear causes inaction. Reward creates action.
What it means:
Fear isn’t as effective as you think when trying to get someone to act. The reason is when there is something bad; our brain defaults to inaction in order to avoid it. Conversely, rewards have the opposite effect. Our brain defaults to running towards something, in order to gain it.
At any point, you have the choice a leader to use fear or reward. Become a leader who celebrates the good instead of focusing on the bad.
Be a fountain, not a drain.
III. Recognition that’s personal makes it meaningful.
What it means:
People are wired differently. Some would do anything for their name to be recognized publicly, and for others, it makes them want to crawl into a hole. To make the recognition you give meaningful, you must make it personal.
Skip the generic praise, things like “good job,” and go to the specific, “The effort you demonstrated in a difficult situation today was inspiring.”
Be intentional about emphasizing what the team member did to deserve the recognition, regardless of how big or small.
Keep Leading Your Best,
John Eades | CEO LearnLoft
Leaders Must Demonstrate They Care (Video)
A tree does not fall while bending under its own weight, and this must be attributed to the strength of its support.
59% of employees have never worked for a boss that cared or supported them.
If people are necessary, leadership is required.
Now is the time to lead and be a leader who cares.
The 64-Day Excellence Planner
The odds are that you started this year with all the right intentions, goals, and maybe even a plan, but you have not executed well on that to date. While no planner can do the work for you, the 64-Day Excellence Planner will help.
Now is the time to turn your focus and productivity around. Introducing the 64-Day Excellence Planner, meticulously crafted to mirror the strategies of high performers. Select the planner or program that best fits your needs and use the code “newsletter” to get 20% off.
64-Day Excellence Planner (Digital)
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64-Day Excellence Program
Today’s Leadership Poll - Provide Insight and Win
Last week, 21% of you said the best way to develop confidence is to shed a perfectionist mentality. You can see the results below:
Provide your insight into today’s poll and be entered to win a free digital copy of the 64-Day Excellence Planner. The winner is to be announced next week!
How often do you believe employees should receive recognition for their contributions? |
Here are some ways we could work together:
Develop an Internal Leadership Development Program - Only 15% of new managers receive training, and 60% of leaders fail within 18 months. Instead of hoping your most talented people figure out how to be leaders, now is the time to show them how. Introducing the Accelerate Leadership Program. Provide your managers with the foundation to be successful with tailored examples, tools, and stories to fit your company culture. Ideal for managers, supervisors, and executives in groups of 8+.
Skill Mastery Workshops - Provide 2-hour virtual or in-person skill mastery workshops to groups of 8+. Focus on skills like Accountability, Coaching, Relationship Building, Strategic Decision Making, Time Management, Team Execution, Retention, Recruiting, Leadership Fundamentals, or Change Management.
1:1 Executive Leadership Coaching - Get 1:1 coaching to help improve performance. Coaching programs are six months and include a LearnLoft Certified coach. Perfect for one executive or a group of executives that aren’t meeting their potential.
Speaking - We’re now booking keynotes for Q3 & Q4. Reply to this note or fill out the form here, and our team will be in touch to discuss topics, availability, and pricing.
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