We all crave recognition and appreciation. It is part of the human DNA. In Organisations this goes for managers as well as team members. In sport it goes for coaches as well as players. In families it goes for parents as well as children. We all seek validation and like to be valued by others and recognised for our efforts.
We as HR professionals need to be fully aware of the above and focussed on it. We have a responsibility to facilitate positive, proactive praise & recognition as part of our overall HR strategy. Modern-day workforces are demanding instant feedback and constant positive reinforcement when they deliver good results. They are no longer prepared to stay with companies who ignore this or who haphazardly engage in it.
Organisations who want to build strong engagement and higher performance levels need to invest in well thought-out and structured reward and recognition programs. The good news, to do so is not costly, at least not in financial terms. It does however require deep insights into your Organisation, your employees and what motivates them individually. Such programs must be developed into specific, visible, appropriate and timely recognition outcomes. They must be part of an overall culture tenet and moulded into a system that automatically recognises and rewards positive behaviours and work output.
Managers who seek to build teams, challenge them to innovate and strive for high performance will need to invest time and creativity in this arena. Authentic leadership will require such proactive effort.
My advice, never underestimate the power of recognition and personal appreciation. It correlates well with building effective engagement levels.