How can you use recognition to build a more inclusive workplace culture?

3 Customize your recognition messages

When you give recognition, you should tailor your message to the individual and the situation. You should be specific, sincere, and constructive. You should highlight the positive impact of their work on the team, the organization, and the customers. You should also acknowledge the challenges they faced and the skills they demonstrated. You should avoid generic or vague praise that may sound insincere or patronizing. You should also avoid comparing or ranking employees based on their performance or achievements, as this may create competition or conflict.

4 Solicit and act on feedback

To ensure that your recognition strategy is effective and inclusive, you should ask for and listen to feedback from your team. You should create a safe and open space for them to share their opinions, preferences, and suggestions on how to improve recognition. You should also encourage them to give feedback to each other and to you. You should act on the feedback you receive and make adjustments as needed. You should also communicate the changes you make and the reasons behind them.

5 Celebrate diversity and inclusion

Finally, you should use recognition as an opportunity to celebrate diversity and inclusion in your workplace. You should recognize and appreciate the unique perspectives, backgrounds, and identities of your team members. You should also recognize and support their efforts to promote inclusion and equity in their work. You should celebrate their achievements and milestones that reflect their personal and professional growth. You should also create opportunities for them to learn from and connect with each other.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?