3 ways to be better at recognising the performance of your team

We all crave recognition. And you might think you don’t, but you do. You might just crave it less than the person next to you. But we all, not only need recognition. We crave it. Like sugar or exercise, or anything else addictive. Recognition is as powerful as a drug for some people. 

So why don’t leaders recognise their staff more? 

Why is recognition the most underutilised leadership skill on the planet?  

I have been delving into the research on the power of recognition recently, and across the globe, there is research into the lack of recognition (some people haven’t heard something positive from their leader for over a year…). One report shared that recognition help their team members not only at work, but it also helped them with their sleep patterns. And finally, my favourite statistic about recognition is that 1 minute of recognition delivered 100 minutes of initiative.  

If that isn’t incentive enough to recognise your team members, I am not sure what is.  

And then there is the research (that might be drawing a long bow for some of the commentary around it) into how often the different generations of workers need to be recognised. Let’s just say that the younger generations need way more recognition than say gen Xers… Google it… 

In saying all the above here are some tips on being better at recognising your team’s contributions: 

1. Deliver the recognition with appreciation and timeliness  

Recognition, to be effective, must be sincere and specific. When leaders genuinely appreciate the efforts of their team members, it creates a positive emotional connection and fosters trust. Take the time to acknowledge the hard work and achievements of your team members.  

A simple thank-you note or public acknowledgment in team meetings can go a long way in making them feel valued. Additionally, timely recognition is key. Don’t wait for annual reviews to show appreciation; rather, make it a regular practice to acknowledge and celebrate milestones, big or small. 

2. Have a tailored approach for different individuals 

Effective leaders understand that each team member is unique, with their own set of strengths and preferences. Personalised recognition demonstrates that you see and appreciate their individual contributions.  

Some employees may prefer public recognition, while others may prefer a private word of praise. Conduct one-on-one conversations to understand what form of recognition resonates most with each team member. By tailoring your approach, you make the recognition more meaningful and impactful, leading to higher levels of engagement and satisfaction. 

3. Link recognition to opportunities for growth and development 

Recognition should not only be a pat on the back but also an opportunity for growth. When employees see that their hard work leads to new possibilities and career advancement, they are more likely to remain motivated and committed.  

Encourage a growth mindset within the team by providing learning and development opportunities. Offer skill-building workshops, mentorship programs, or support for attending conferences and industry events. When team members feel that their organisation invests in their growth, they become more invested in the organisation’s success. 

In summary, incorporating these three elements of recognition into your leadership style can lead to a more engaged, motivated, and high-performing team. Remember, recognition is not a one-time event; it should be an integral part of your team’s culture. Celebrate achievements, foster personal connections, and empower your team to reach new heights. 

Let me ask you – what has worked for you in relation to recognition? 

And please click the image below if you’d like to chat.

I partner with leaders who are under pressure, to help them create conscious control, so that they can develop psychologically safe and high performing teams. 

If you would like to work through this with me, please click hereor on the image to book into my calendar.

About Anton

Anton has dedicated his working life to helping leaders to upgrade their mindset, upskill their leadership, and uplift their teams! With a focus on helps leaders to better lead under pressure. Anton is an entrepreneur, speaker, consultant, bestselling author and founder of The Guinea Group. Over the past 19 years, Anton has worked with over 175+ global organisations, he has inspired workplace leadership, safety, and cultural change. He’s achieved this by combining his corporate expertise, education (Bachelor of HR and Psychology), and infectious energy levels.
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