Direct and specific is best

In the latest People First Survey (Gallup survey), the North Shore Population Health Team scored high in engagement and scored high in the area of workplace recognition. Here they share some of their thoughts and advice on recognition that works:

What makes recognition work?

• Meaningful recognition cannot be separated from leadership qualities such as respect, inclusion, transparency, consistency, reliability, good inter-personal skills … When a team leader or manager has these qualities and communicates well (in writing or verbally), then this shows that they care, and in turn this helps to recognize employees. Compliments are nice but not necessary. I think more important is direct and specific feedback, or suggestions, which help employees grow and learn.

 What made a difference to you?

• Getting an email or an in person acknowledgement from a team member about something they were impressed by about you or one of your programs.
• Being asked for advice and/or ideas regarding a project, group of people, e.g. seniors, etc.
• Someone remembering a big event or presentation and asking how it went.
• To hear or read a simple praise like ‘thank you’.

Advice for other teams

• Recognition is not just from the top down. Witnessing team members display their appreciation for each through comments and actions is great.

What works for you?