When I joined the military, I entered a very different world. The military has its own rules of conduct. We have our own vocabulary and way of work.
The military also has its way of recognizing the contributions of its members. In the U.S. Army, when a soldier does a great job, we present them with a service ribbon or a medal. Army ribbons are awarded for a wide variety of achievements. Soldiers proudly display their service ribbons on their uniform.
Throughout my military career, I had the privilege to recognize numerous soldiers for outstanding work and personal sacrifice. Every time I presented a service ribbon, we always made the event special. Why? Because it was an investment in the people I had the privilege to lead.
The soldier, who received the ribbon would work harder, and the other soldiers also worked harder because they wanted to be recognized. Recognizing the contribution of others is one of the most important investments you can make as a leader.
Why is it important to recognize the contributions of others?
“The recognition creates a wide-ranging energy field like no other workplace, and many organizations contain an enormous reservoir of untapped energy by promoting it.”
Ken Olan
Many organizations offer recognition programs for their employees, but how effective are the programs? While we all enjoy the monetary reward, research has shown it is a short-term solution. Why? Because people need to feel appreciated!
According to Meghan Biro, “Recognition is a key tool in employee retention programs for a reason: people need more than constructive feedback and positive affirmation. They need recognition of extra effort. They need to feel it.”
As the leader, how do you ensure you effectively recognize others? Biro offers the following five points to help you effectively recognize the contributions of others.
- Acknowledge people when you see them doing great work. Don’t wait until a formal event to recognize an individual’s contribution to the organization.
- Give recognition within the context of a larger organizational goal.
- Match your recognition to the volume or scale of the effort.
- Mean what you say! People want authentic recognition.
- Tie the recognition to the employee’s perceived value within the organization.
According to Dr. Ashley Whillans, “What really matters in the workplace is helping employees feel appreciated.”
Are you effectively recognizing the contributions of others?
Your leadership guide,
Kim
Dr. Kim Moore | Your Leadership Guide | kimdmoore.com
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