If you answer yes to any of these questions, I’ve got some bad news for you…
- Do you find yourself rarely giving out praise or recognition, thinking ‘why should I praise people for doing their job…’?
- When a team member achieves something, is a quick nod the most they can expect?
- Do you assume your team knows they’re valued, even if you don’t say it often (or at all)?
- Is “great job” a phrase that rarely crosses your lips?
- Are team celebrations for milestones or successes often skipped because you’re ‘too busy’ or you think the results are expected?
If you found yourself nodding along, it’s possible you’ve become a Recognition Rationer.
This isn’t just a minor oversight, it can be a critical leadership misstep.
Recognition is more than just a pat on the back – it’s a fundamental human need for validation and belonging.
Employees who don’t feel adequately recognised are twice as likely to say they will leave their company in the next year.
A lack of recognition doesn’t just affect individuals, it can seep into the very fabric of the team, leading to a drop in productivity, customer engagement, creativity, and overall satisfaction.
It can turn even the most passionate employees into clock-watchers and seat fillers.
Ok, here’s the good news: It doesn’t have to end here.
Imagine a workspace where recognition flows freely, where achievements are celebrated, and hard work is acknowledged.
It’s time to reflect and readjust. Recognition is a powerful tool-use it.
Here’s 4 tips to become a Recognition Renegade:
- Be observant
- Be genuine
- Be consistent
- Be inclusive
It’s time for you to become a leader who focuses on personal, impactful, and memorable recognition that resonates on an individual level.
It will set you apart as a leader and significantly enhance team morale, motivation, and loyalty.
