There is no “I” in Team… But there is in Recognition

Recognition is one of the cheapest, best and most effective ways to keep our people and keep them well. Lack of recognition is 2.9x more likely to result in turnover from an organization than compensation. Gallup found that well-recognized employees are 45% less likely to leave an organization two years later.

If it is free, effective, and makes a big difference in retention and engagement…. Then why aren’t we doing it? Or why isn’t it working?

Our research team asked thousands of people how they would like to be recognized, and I was surprised by the answers.

Here are some common myths about recognition, and what we can do instead:

Myth #1: Thinking recognition is only about what people do or accomplish

Nope. Sometimes we have to start at square one and make sure people feel seen and understood, regardless of what they accomplish. When we asked how people wanted to be recognized, so many said:

“Say good morning.”

“Just say thank you.”

Of course, people want to be recognized for a job well done or for accomplishing something big. But they also want to have their existence acknowledged. This is fundamental to creating a sense of mattering. Small daily acts of seeing a colleague and thanking them create a baseline sense that they matter and their presence would be missed.

Myth #2: Waiting for something big

Employee of the Month, Dean’s Awards, and 5-year pins are great and important milestones to celebrate. That affects about 12 people. Gallup found that 72% of people who have great recognition experiences say small things are recognized frequently at work.

My colleague Geoff Silvera has a habit of celebrating every step of the paper submission process (which can often end in repeated rejection or endless comments for revision—just part of it). Submitted the paper? Celebrate. Got a Rejection? Celebrate because now you can move forward, and you have some feedback.

Myth #3: Being Seen, Not Seeing

One of the biggest things people requested for recognition was leader visibility.

Not seeing their leaders, being seen by their leaders.

People want to know that their leaders see them, know what they do here, and understand the challenges of the job, and get the working conditions they experience.

Come down here and see what I go through every day….

So many leaders who round on their teams work hard to be visible and to be seen, rather than noticing and seeing others. Make sure to incorporate “I see” language into your conversations. “I see how hard you are working while short-staffed…”

Myth #4: Group Recognition is a substitute for individual recognition

Did you have a sibling? If so, you probably asked your parents which one was their favorite child. You also know that “I love all my children the same” is an unsatisfying answer.

This is how it feels when we overdo group recognition. Praising the whole team, department, or unit for something that is not truly a group effort can backfire. It is a bit like getting an A on the group project when you were the only one staying up until midnight and getting it done.

When high-performers and low-performers are given the same group praise, it demotivates the people who put in more effort and creates a perception that their hard work didn’t pay off. It can also worsen co-worker relationships because the people who coasted feel permission to do it again. They didn’t get caught.

Make recognition individualized whenever possible.

There’s no I in team, but there is in recognition.

Myth #5: Recognition must come from the leader

Nope. Peer-to-Peer recognition is powerful. Yes, I want my boss to tell me I’m God’s gift to the workforce and I can do no wrong. I’m still waiting. That would be nice, but a genuine compliment from a colleague I admire goes a long way.

Create opportunities for employees to recognize each other in a way that lets you join in. It can be as simple as taking a few minutes during a regular meeting to say, “I want to hear something good you saw a co-worker doing this week.”

Will Work for Tacos

I was fortunate to work with a nurse manager, Toni Beam . During the pandemic, she had incredible results with nurse retention. Of the many things Toni does well, she makes people feel seen, acknowledged, and valued. She makes it personal, and she remembers what matters to others.

I got to know Toni when we started working on a grant project together. We went to get breakfast tacos (my love language) and “Taco About the Future.”

After a tough life transition, I opened my mailbox to find a little package inside. Not only did Toni see my struggle, she took the time and effort to send something meaningful and personal. I’ll never forget it. I can’t imagine how many others Toni has made feel cared for like this. She shows people they matter to her. No wonder her nurses stuck with her during the pandemic.

Recognition is largely free, but it takes noticing, remembering, effort, and intentionality.

Lead Well,

Katherine

#humanmargin

I love bringing the rigor of scientific research together with practical tactics to equip leaders to strengthen the human margin within their organizations and teams. www.katherinemeese.com

For more like this, check out my latest book with Quint Studer, The Human Margin: Building Foundations of Trust.

#humanmargin #humancapital #healthcare #healthcareleadership #leadership #hr #management #teamwork #nurses #physicians