On Recognition

I have worked with a lot of people in a variety of different situations.   One thing that has been consistent whenever and wherever I have worked with anyone, whether paid staff or volunteers, is that people appreciate being recognized for the work they do.   It may not be the primary motivation for most people, but it is motivating to be thanked for the work one does.

The initial steps in recognizing the value of a person’s contribution include a few key elements.   These elements include:

1. Recruiting wisely.
2. Understanding what motivates each individual.
3. Being clear about goals and expectations.
4. And working with them with openness and accountability.

Without these foundational building blocks, it is much less likely that you will appreciate someone’s contribution to your organization’s efforts.  It is also less likely that they will make the kind of contribution that you will want to recognize.

Not all kinds of recognition are equal. Different people tend to receive some kinds of recognition more deeply than others.  Some are very motivated to contribute to accomplishing specific goals and objectives.  Others are more motivated to participate in your efforts because of the other people on their team; they appreciate being affiliated with their peers.  Still others may be motivated more by the opportunity to identify with a high-profile spokesperson connected to your efforts.

Understanding what motivates each person is crucial to finding ways to recognize their efforts.  People who are motivated by achievement may find potlucks or celebrations to be a distraction, while those who are more motivated by affiliation will respond to them very differently.  People who are motivated by affiliation, for example, may be made very uncomfortable being recognized by a public figure or celebrity.

In addition, it can be very beneficial to avoid focusing the responsibility for recognizing people’s contributions at the top of an organization.   I have worked with several groups which gave each participant the authority to recognize one of the peers for going “above and beyond” to help them work better.  Receiving tangible recognition from a peer can be much more meaningful for many people than anything a manager can say.

What has your experience been?

[ Image by vectorfunk ]