Why Recognizing Effort Drives Excellence, Not Mediocrity

In many workplaces, results are king. Leaders are often taught to focus on outcomes, praising employees for hitting targets and achieving success.

This performance-based approach seems logical—reward good results, and you'll get more of them. However, this narrow focus overlooks a powerful, evidence-based approach to engagement and performance: Self-Determination Theory (SDT).

SDT emphasizes the importance of recognizing and supporting employees' effort, autonomy, and intrinsic motivation. For leaders, this represents a shift in mindset—praise for effort is not about lowering standards or offering “participation trophies.”

Instead, it’s about nurturing the deeper psychological processes that drive sustained engagement and performance. When done right, acknowledging effort leads to stronger motivation, greater resilience, and, ultimately, better results.

The Science Behind Self-Determination Theory

SDT, developed by Edward Deci and Richard Ryan, highlights three key psychological needs that, when fulfilled, enhance intrinsic motivation:

1. Autonomy – the need to feel in control of one’s actions.
2. Competence – the need to feel effective in meeting challenges.
3. Relatedness – the need to feel connected and valued by others.

Research by Carol Dweck (on growth mindset) and Teresa Amabile and Steven Kramer (in The Progress Principle) supports the idea that recognizing effort promotes greater job satisfaction, creativity, and long-term performance.

By focusing on effort, leaders help employees feel they are developing competence—a key factor in sustaining motivation, especially when results are not immediate.

The Pitfalls of Results-Only Praise

Praising only results can create a fixed mindset, where employees focus on avoiding mistakes rather than taking risks and learning.

It can also lead to burnout when the emphasis on outcomes ignores the effort behind the scenes. Worse, it may undermine autonomy and relatedness—employees may feel they’re only valued for what they deliver, not for the effort they invest.

How the C.A.B.L.E.S. Model Supports SDT

The C.A.B.L.E.S. Model offers a practical framework for fostering SDT’s principles. By integrating Congruence, Appreciation, Being for Others, Listening, Empathy, and Specificity into leadership behaviors, leaders can enhance employee engagement and motivation.

Congruence – Aligning words and actions

• Leaders must consistently model the value of effort. Congruence builds trust and supports competence, as employees believe their efforts will be recognized, even if results aren’t yet apparent.
• Example: A leader says, “I see your commitment to learning this new skill, and it’s making a difference.”

Appreciation – Recognizing and valuing effort

• Appreciation addresses the need for relatedness by ensuring employees feel their hard work is seen and valued. It also reinforces competence by recognizing growth.
• Example: “Thank you for your dedication to this project. Your persistence is paying off.”

Being for Others – Supporting employee growth

• Leaders who prioritize their team’s well-being support autonomy by empowering employees to take ownership of their work.
• Example: “I see the effort you’ve put in. Let me ensure you have the resources to keep progressing.”

Listening – Understanding employee challenges

• Actively listening helps leaders identify and acknowledge the efforts employees put into their work. It strengthens relatedness and supports competence by addressing challenges early.
• Example: “Tell me more about the difficulties you’re facing so we can ensure your effort is fully supported.”

Empathy – Valuing emotional investment

• Leaders who show empathy recognize the emotional investment employees put into their work, especially in tough times, fostering relatedness and encouraging continued effort.
• Example: “I know this project has been challenging, but your perseverance is appreciated.”

Specificity – Giving clear feedback on effort

• Specific feedback reinforces competence by helping employees understand exactly what they’re doing well and how their efforts lead to improvement.
• Example: “Your thorough analysis really strengthened the report. Your hard work is paying off.”

How Leaders Can Balance Praise for Effort and Results

To get the best out of employees, leaders must strike a balance between recognizing effort and celebrating outcomes. Here are five practical ways to implement this:

1. Acknowledge Incremental Progress: Celebrate small wins along the way. Recognizing persistence and problem-solving keeps employees engaged and supports competence and relatedness.
2. Make Feedback Specific: Use Specificity to provide detailed feedback on the effort. This helps employees see how their hard work contributes to success, reinforcing competence.
3. Foster a Growth Mindset Culture: Encourage a culture that values learning and improvement. Leaders who demonstrate Congruence build trust by aligning words with actions, encouraging a focus on growth.
4. Recognize Effort Publicly and Privately: Show Appreciation for effort both publicly and privately. Public recognition fosters team-wide respect for effort, while private acknowledgment shows personal appreciation, supporting relatedness.
5. Align Rewards with Effort and Outcomes: Use Being for Others to create reward systems that value both results and effort. This reinforces competence and shows that sustained effort is crucial to success.

Challenge the Status Quo for Better Results

The belief that only results matter is outdated and ignores the complexity of human motivation.

Self-Determination Theory offers a compelling alternative: by recognizing effort, leaders can better satisfy employees’ needs for autonomy, competence, and relatedness, resulting in higher engagement, creativity, and long-term success.

Incorporating the C.A.B.L.E.S. Model alongside SDT principles provides leaders with practical tools to foster a culture where both effort and outcomes are valued.

By striking the right balance, leaders can unlock the full potential of their teams, leading to more engaged employees and sustainable, meaningful results.

How will you incorporate recognizing effort and results?