Do you remember your favorite managers? They are the people who recognize your contributions and celebrate your wins. Interacting with them makes you feel good. You walk away feeling energized and ready to tackle the next project. While salary plays an essential role in employee’s perceptions of a company, feeling appreciated increases job satisfaction, loyalty, and productivity. Recognition boosts morale. According to a 2024 Gallup and Workhuman Report, the company and employees benefit when workers receive authentic recognition:
Managing a staff dedicated to delivering exceptional customer service is essential in every home center and hardware store. Working in a small business can be stressful since there are fewer workers to share the workload. Hiring new employees can be challenging due to the shortage of qualified workers. The best option is to build a good relationship with current employees by making them feel their contributions to the company are valued. “Employers need to place as much value on their employees as they do their paying customers, “said Hani Goldstein, Snappy Gifts CEO.
The downside of not giving recognition
Employees whose contributions aren’t recognized will leave the company to work for a more nurturing company. Eventually, the person’s morale plummets, and they become frustrated due to the lack of progress within the company.
Some of this negative feedback can be attributed to managers lacking empathy or poor skills due to a lack of training. Almost 59% of managers supervising one or two people have never received formal training. Meanwhile, 41% of those managing three to five people have been trained—the inability to effectively lead results in a lack of trust between staff and management.
Give Meaningful Recognition
Employees differ in how they want to be recognized. The person’s age and personality will help determine the best approach for giving meaningful recognition. Some people like to be praised publicly before a group of their peers. Others may prefer quiet acknowledgment given by their manager during a one-on-one chat. The frequency of recognition also changes based on generational preferences. Results of the Gallup report indicate younger workers expect frequent recognition. However, half of baby boomers and Gen Xers prefer recognition a few times a month. So, what can managers do to make staff feel valued and appreciated? Here are a few things people leaders can do.
Know About Projects and Activities
It’s hard to acknowledge someone when you’re not informed about their current projects or work activities. Giving meaningful recognition requires discussing specific details related to the project and understanding the timeline for completion. Build the relationship by requesting periodic updates on the task or project. Make the employee know you are open to suggestions and value their feedback. These conversations show you recognize their contributions and are invested in them being successful.
Address the Obstacles
Complex projects or new processes often require employees to deal with unexpected challenges. More vocal employees may regularly surface problems by bringing them to the managers’ attention. Whereas others may quietly resolve the issues they encounter by being innovative in completing the assignment. Although their approach to handling the assignment differed, both would appreciate recognition for a job well done.
Acknowledge Expertise
Recognizing team members who are experts or knowledgeable about areas within the company is an opportunity for them to mentor others. Allowing employees who have mastered their crafts to share what they have learned shows you value what they bring to the table. It creates a positive work environment and builds connections when associates support each other.
Celebrate Team Recognition
There’s nothing like team members cheering for each other. When a win for one is a win for all, it shifts the company’s culture in a better direction. Providing a structure that spotlights individual achievements and enables teammates to acknowledge each other’s achievements benefits everyone. Celebrating the conclusion of a successful project can be done at weekly meetings or at a time dedicated to the occasion.
Promote Talented Associates
Managers should make sure they follow up their positive conversations with tangible actions. Conversations can only go so far if employees see no one is ever promoted to a new position. Employees who are consistently performing at a high level expect recognition and advancement within the company. While the budget may be tight, ensure that the pay for the position reflects the individual’s new role and responsibilities. Otherwise, they may accept the role initially and accept a similar position with another company in the future.
When managers practice meaningful recognition, the person feels good about contributing to the organization’s growth. Listening with empathy and an open mind shows you care about the person’s opinions and well-being. That’s what it takes to be a good manager who employees remember.