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How can you use recognition to improve morale and productivity in the workplace?

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Recognition is a powerful tool to boost morale and productivity in the workplace. It can make employees feel valued, motivated, and engaged in their work. However, not all recognition is created equal. To use recognition effectively, you need to understand the different types and methods of recognition, and how to match them to your employees' needs and preferences. In this article, you will learn how to use recognition to improve morale and productivity in the workplace.

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Fernando E. Plata

Autor Publicado por Penguin Random House | Profesor | Consultor | Conferencista Internacional en Felicidad Laboral |…
Javier Giménez Divieso

Interim Manager & Consultor Empresarial | RR.HH., Liderazgo y Equipos | Ayudo a pymes a mejorar resultados | Formador…
Lynn Ann Lew

1 Types of recognition

Recognition can be divided into two main types: formal and informal. Formal recognition is planned and structured, such as awards, bonuses, certificates, or promotions. Informal recognition is spontaneous and personal, such as praise, feedback, thank-you notes, or small gifts. Both types of recognition have their benefits and drawbacks. Formal recognition can provide clear goals, incentives, and rewards for performance, but it can also create competition, jealousy, or resentment among employees. Informal recognition can foster a positive and supportive culture, but it can also be inconsistent, biased, or ineffective if not done sincerely and frequently.

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Fernando E. Plata

Autor Publicado por Penguin Random House | Profesor | Consultor | Conferencista Internacional en Felicidad Laboral | Coach Ontológico | Ventas B2B y B2B| CEO | Gerente General | VP de Ventas | Emprendedor TICs
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En 1992 el pastor Gary Chapman escribió el libro - éxito en ventas - los 5 lenguajes del amor. En 2011 junto con Paul White, publicaron "Los 5 lenguajes de apreciación en el trabajo", que es una adaptación del primer libro a las relaciones laborales. Los lenguajes son: palabras de afirmación, actos de servicio, tiempo de calidad, contacto físico y regalos. Creo que los líderes y las áreas de talento, deben tener en el radar las diferentes formas en que nos gusta dar y recibir aprecio (léase reconocimiento) en el trabajo.

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Javier Giménez Divieso

Interim Manager & Consultor Empresarial | RR.HH., Liderazgo y Equipos | Ayudo a pymes a mejorar resultados | Formador, Mentor y Coach | ??+170 Empresas y profesionales avalan mi trabajo | Autor "Viajando juntos al éxito"
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Son tres las razones por las que las personas abandonan a las empresas y que muchas veces los líderes olvidan: 1) La anonimidad. Que la empresa no sepa quien soy y pase desapercibido(a). 2) Irrelevancia. Sentir que mi trabajo no es importante y no tiene sentido más allá de una tarea diaria. 3) Valoración y reconocimiento. Que tu jefe se preocupe por tí y te diga como lo estás haciendo y se preocupe por tu desarrollo. Solemos pensar que con pagar un salario al mes es suficiente y que entre sus obligaciones como empleado está trabajar y ya esta. Pero eso es una mentalidad pobre. Las personas cuando se sienten apreciadas y valoradas rinden más, venden más a la empresa, enferman menos, tienen mayor iniciativa y un largo etcétera.

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Eduardo Humberto

CEO | CFO | Diretor | Executivo | Controller | Administrativo-Financeiro
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Utilizar o reconhecimento no local de trabalho é uma estratégia eficaz. Ao valorizar as conquistas individuais e coletivas, as organiza??es fortalecem o senso de pertencimento e motivam os funcionários. Isso cria um ambiente positivo, onde os colaboradores se sentem apreciados, incentivando o aumento da produtividade. O reconhecimento contínuo n?o apenas eleva o moral, mas também estabelece uma cultura que promove o esfor?o e o comprometimento, contribuindo para um ambiente saudável.

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Ester Pereira Augusto

--
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O reconhecimento é o fator de motiva??o mais importante no ambiente corporativo. Um colaborador motivado, gera um ambiente organizacional agradável e melhora exponencialmente os resultados. Saber dosar os tipos de reconhecimento, distribuindo de maneira justa e uniforme.

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GHULAM ABBAS MERCHANT

CHARTERED MANAGEMENT ACCOUNTANT
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- Timely and specific recognition for achievements. - Frequent feedback to reinforce positive behaviors. - Encourage peer-to-peer recognition. - Align recognition with organizational values and goals. - Personalize recognition to individual preferences. - Celebrate milestones and achievements collectively. - Transparent and inclusive recognition programs. - Lead by example with leadership role modeling. - Link recognition to career development opportunities. - Measure impact through feedback and performance metrics.

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2 Methods of recognition

Recognition can also be delivered in different ways, depending on the source, the audience, and the medium. The source of recognition can be the manager, the peer, or the customer. The audience of recognition can be the individual, the team, or the organization. The medium of recognition can be verbal, written, or visual. Each method of recognition has its own impact and purpose. For example, manager recognition can show appreciation and guidance, peer recognition can build trust and collaboration, and customer recognition can increase loyalty and satisfaction. Similarly, individual recognition can highlight personal achievements and strengths, team recognition can celebrate collective efforts and results, and organizational recognition can reinforce values and vision. Furthermore, verbal recognition can be immediate and direct, written recognition can be lasting and detailed, and visual recognition can be creative and memorable.

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Kaustubh Mishra

I help founders/CXOs build, grow & scale their business, by actively engaging with them on strategy, business & sales | 1-10X | Independent Director | Founder | Fintech - SaaS - Bank/NBFC - Retail- eCommerce- Automobile
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Recognition will depend on many things. The position in the hierarchy of the employee, their work profile and even the geography they comes from. I have myself seen that while cash rewards work as a motivator for certain geographies, people from some other geographies crave for inclusion and public recognition. While a junior employee might feel good by getting a cash reward for being the top performer, a middle manager might feel motivated by dinner or meeting with the company CEO. Choosing recognition methods will thus require a proper understanding of your team and their aspirations

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3 Matching recognition to employees

To use recognition effectively, you need to match the type and method of recognition to your employees' needs and preferences. Different employees may value and respond to different forms of recognition, depending on their personality, motivation, and situation. For example, some employees may prefer formal recognition over informal recognition, because they seek external validation and rewards. Others may prefer informal recognition over formal recognition, because they value intrinsic motivation and recognition. Likewise, some employees may prefer manager recognition over peer recognition, because they respect authority and hierarchy. Others may prefer peer recognition over manager recognition, because they value teamwork and camaraderie. Similarly, some employees may prefer individual recognition over team recognition, because they are competitive and ambitious. Others may prefer team recognition over individual recognition, because they are cooperative and altruistic. Moreover, some employees may prefer verbal recognition over written or visual recognition, because they like to hear praise and feedback. Others may prefer written or visual recognition over verbal recognition, because they like to have tangible and lasting evidence of recognition.

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Mahipal Singh
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In the workplace, the most effective tool for consistency & delivery of company objectives is Recognition. "One Size Does Not Fit All" Recognition needs to be curated as per the situation and needs to be planned & as a surprise. When someone expects it or does a task especially to get recognised then the excitement is short lived. When it comes at a moment, it is least expected, the joy, morale & zeal is enormous. It becomes an experience & memory for life; not only for the team member but for the organisation as well. Managers & Leadership should be able to drive the Recognition model year round and not limit it to occasions. In my experience, I have always used Recognition as the tool for enhancing the team output and individual skills.

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Sarah Lang

CEO of Hob by Horse - your partner in e-commerce and digitalisation projects
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Wir nutzen das Typenmodell, welches auf dem DISG Modell basiert, zu Beginn einer Zusammenarbeit mit einem/er neuen KollegIn. Hierbei wird direkt klar, welche Eigenschaften und Verhaltensweise der/die MitarbeiterIn besonders wertsch?tzt. Anerkennung sehe ich auch als Zeichen des Gegenseitigen Respekts der jeweiligen Verhaltensart an. Dies kann zum Beispiel durch eine individuelle Kommunikation erreicht werden.

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4 Best practices for recognition

To use recognition effectively and improve morale and productivity in the workplace, you need to be specific and sincere in your praise, timely and frequent in your recognition, fair and consistent in your criteria, and flexible and adaptable to individual needs. Explain why someone deserves recognition and express your genuine appreciation. Recognize people as soon as possible after they achieve something worthy of recognition, and do it often enough to show consistent support. Make sure you do it based on transparent criteria, equally and proportionally for all employees who meet or exceed them. Do it according to their preferences and needs, in different ways and situations to suit their personality and motivation. With careful planning and execution, you can use recognition effectively to make your employees feel valued, motivated, and engaged in their work.

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5 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?

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Lynn Ann Lew
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All of the different ways of recognizing accomplishments shared above are the ways to recognize either an individual or a team's contributions to the project. The real point is to find the time and make the effort to RECOGNIZE! Being appreciated ?? is a real motivator to continue to drive ?? both individual and team efforts towards the success ?? of both your organization and the customer! Happy team members on both sides is a recipe towards making your projects successful l

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How can you use recognition to improve morale and productivity in the workplace?

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1 Types of recognition

2 Methods of recognition

3 Matching recognition to employees

4 Best practices for recognition

5 Here’s what else to consider

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How can you use recognition to improve morale and productivity in the workplace?

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1 Types of recognition

2 Methods of recognition

3 Matching recognition to employees

4 Best practices for recognition

5 Here’s what else to consider

Business Management

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