“That Was Great!” – How to Motivate Employees Through Recognition

When it comes to recognition and praise, many leaders are facing a real challenge because there is so much that you can do wrong in this respect: It can be too much or too little praise, too general or too specific… Here are a few tips on how to master the art of acknowledgement!

Do you ever feel like you do not praise your employees enough? That the right occasion for praise does not always present itself? Or that your praise is not being heard properly? Follow these guidelines to learn how to use praise and recognition efficiently:

1. Take a back seat yourself.

You must resist the temptation of blowing your own trumpet when praising another person: “Your project was very well organised – that is exactly how I always do it. In my last project … ” Praise should be about your employee, not about you!

2. Only give praise when there is cause to do so.

Recognition can only be effective when your employee believes that his achievement was above average. If you spout made-up compliments you will lose your credibility. In order to recognise occasions for praise in the first place, a positive image of others and a real interest in your own staff is essential.

3. Always give praise in person.

Do not delegate the task of praising somebody (“Would you tell X that I appreciate his commitment.”). Do not miss out on the opportunity to show your employee your appreciation and, in doing so, motivating him further.

4. Be precise and specific.

Praise is particularly believable when it is related to a specific action or situation: “I was very impressed with your presentation the day before yesterday – it was very descriptive and easy to follow!”
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5. Refer to personal strengths when giving praise.

When you recognise a special performance, you also get the chance to reference one of your employee’s strengths: “This success was only possible because of your perseverance / power of observation / organisational talent.”

6. Incorporate achievements into the overall context.

Explain to your employee how exactly he contributed to achieving a company goal: “Customer satisfaction is one of the focus topics this year – and you just made an important contribution.”

7. Do not qualify your praise.

If you add something to qualify your praise (“Well done, but …”) you may render it ineffective. Discuss aspects you need to criticise separately but do not combine praise and criticism.

8. Always give praise in private.

If you praise individuals in front of the entire team, it can be interpreted as favouritism and cause resentment and jealousy. Therefore, you should not express your praise in the presence of others.

9. Give praise even in the case of failure.

Courage, readiness to take on risk and creative solutions are commendable qualities that do not always yield the desired success. Use your praise specifically to promote these traits and encourage your employees to continue choosing unconventional approaches.

Do you know any other tips for dealing with praise and recognition? We are looking forward to your suggestions!
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