Are You Giving Your Employees The Recognition They Deserve?

May 22, 2013

If you surveyed a bunch of people at work and asked them what motivates them, chances are that recognition would be high on the list. The problem is that many managers do not give people the recognition they deserve.

In this brief article we look at how you should praise and recognise your employees.

Be Specific

When giving praise ensure that you are specific in what exactly they have done well. Telling someone that they are good at customer service is not sufficient, you need to tell them which parts e.g. empathising, calling someone by their name etc.

Incidentally the same goes for developmental feedback. The only way people know what to improve is by being specific.

Be Sincere

If you are going to be proactive and start giving people praise, be sincere. Do NOT create reasons to praise just to say you’ve ‘ticked the box’, find examples of behaviour that you would like to see repeated.

For example if you want people to answer the telephone within 3 rings then make sure you recognise those people that do. This will then encourage people to repeat this behaviour.

Be Immediate

In order for people to make the connection in their brain between the task and the praise the recognition needs to be given as soon as possible. Leave it any longer than 24 hours and you lose the impact. Ideally it should be immediate but this is not always possible.

Praise In Public

This is part of the golden rule of management, ‘Praise in public, criticise in private’.

Giving recognition in front of their peers can be very powerful. Not only does it make them look good in front of their colleagues, it shows the other team members what they need to do to receive praise from their manager.

One sure way to motivate your team is to show that you recognise their efforts. Giving praise in the right way will reap great rewards. Give  S.S.I.P. a go today and see what happens.

Many thanks

Scott Rumsey

Senior Management Trainer & Consultant at MTD Training

(Image by Stuart Miles at

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