The Power of Recognition: We all need to feel seen

Do your employees feel genuinely valued and seen for their contributions? If not, their performance and morale may falter no matter their natural drive. I wrote recently about reigniting a dimmed spark with insights for leaders on how to increase motivation and I want to go deeper on one important facet of motivation that is within the capability and control of every leader and manager: Recognition.

The reason is simple: human beings have an innate need for recognition. When the need is met, it unleashes our best work. Wise managers harness this. I make this a cornerstone of my workshops and speeches by bringing my audience into the experience – recognizing that they have ideas and opinions worth sharing. It always gets the room jumping when the participants feel seen.?

What makes recognition so motivational?

Social scientists point to our hardwired craving for status within groups we identify with. Appreciative words from leaders confer respect, fulfillment, and encouragement. Like fuel added to a fire, recognition stokes engagement.?

Renowned psychologist Abraham Maslow identified esteem as one of the hierarchical layers of human needs underpinning motivation. Receiving authentic appreciation and respect from colleagues fosters a sense of achievement and value that motivates us to actualize our full potential. We strive to replicate behaviors that gain positive recognition.

The benefits are tangible: studies show employee performance spikes 15-20% when people feel consistently recognized at work. Turnover risk also plunges – 42% of employees who don’t feel adequately recognized plan to quit within a year.

Clearly, recognition should not be an afterthought for leaders – it’s an essential management tool for unlocking discretionary effort and retaining top talent. The key is ensuring recognition is authentic, personal, and proportional…

But what does meaningful recognition actually look like day to day?

Offer praise publicly. Acknowledge contributions openly in meetings, presentations, and company communications when appropriate. Prominence adds extra validation.??

Get specific with feedback. Generic praise rings hollow next to calling out unique skills applied successfully – e.g “The client raved at how you turned this complex analysis into simple takeaways”.?

Share positive feedback from others. Validate an employee further by passing along kind words spoken about them from colleagues or external partners.?

Tie recognition to company values. Talk about how employees’ actions embodies what the organization stands for. This reinforces positive behaviors and encourages role modeling.

Make it meaningful. From handwritten notes to gift cards for stellar work, personalize how you recognize individuals and base it on their personal interests.?

Encourage peer recognition. Applause from colleagues often means more than manager praise alone. Make it easy for peers to recognize each other.

Extend trust and autonomy. While not strictly recognition, granting responsibility conveys belief in teams’ abilities. It shows you notice their readiness.?

With thoughtfulness and consistency, leaders can meet the innate human need for recognition at work. The rewards for organizations will follow – enhanced performance, stronger retention, and deeply embedded cultural values. Make recognition a habit, not an occasion.