Recognizing Genuine Contributions Over Showmanship

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

Dealing with self-promoters at work can be challenging, as their actions might overshadow others' contributions or create a competitive or uncomfortable environment. Here are some strategies to handle self-promoters effectively: Acknowledge their strengths: Recognize their skills and achievements genuinely. Acknowledging their abilities can sometimes mitigate their need to constantly self-promote. Encourage a team-oriented environment: Emphasize the value of collaboration and teamwork. Highlight how everyone's contributions are essential to achieving common goals. Give credit where it's due: When discussing accomplishments or successes, please make sure that credit is distributed fairly among all contributors. This practice discourages individual self-promotion. Promote open communication: Create a culture where team members can openly discuss their achievements and aspirations without dominating or overshadowing others. Focus on facts and data: When evaluating performance or contributions, objective metrics, and data are used to assess achievements rather than solely on self-promotion or subjective claims. Provide constructive feedback: If the self-promotion becomes disruptive or creates issues, address it privately and proactively. Explain the impact on the team and suggest alternative ways to highlight their achievements. Lead by example: Encourage humility and modesty in your behavior and interactions. Demonstrating humility can set the tone for others to follow. Set clear expectations: Define expectations for professional behavior, emphasizing the importance of teamwork, collaboration, and respect for others' contributions. Could you involve upper management if necessary? If the behavior continues and severely affects the team's dynamics or performance, should the issue be escalated to higher management for further guidance and intervention? Build a supportive culture: Foster an environment where individuals feel valued for their contributions and accomplishments without the need for excessive self-promotion. Recognize and celebrate achievements openly. Remember that addressing self-promotion should prioritize maintaining a healthy work environment and promoting teamwork rather than stifling individuals' confidence or success. It's about finding a balance where everyone feels valued and respected for their contributions.

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

This past weekend, Chattanooga gave Usher Raymond the key to the city! This beautiful and overdue gesture made me think about the importance of showing appreciation - especially leaders. We recognize big public achievements, but what about the everyday contributions within our teams? As leaders, here’s how we can make sure our appreciation really hits home: 1. Timeliness: Don’t delay praise. Recognize achievements as they happen. 2. Consistency: Frequent acknowledgments are more impactful than once-a-year accolades. 3. Authenticity: Genuine appreciation goes a long way. Regular, heartfelt thanks mean more than empty gestures. 4. Personalization: Understand each team member’s preferences. Not everyone enjoys public praise; some prefer a private note or a quiet thank-you. To all leaders already doing this—keep up the great work! And if you haven’t started, it’s never too late to show your team they are valued. There are plenty of resources to guide you. Appreciation is crucial. Let’s make it meaningful!

Leadership Insight: The Power of Acknowledgment Insight: Recognizing the efforts and accomplishments of team members can significantly boost morale, loyalty, and overall team productivity. Action Step 1: Regularly Praise in Public Purpose: Foster a culture of appreciation where team members feel seen and valued. How to Implement: During team meetings or gatherings, take a moment to highlight and commend specific achievements or contributions of team members. This not only boosts the individual's morale but also sets a positive tone for the entire team. Action Step 2: Offer Personalized Feedback Purpose: Ensure that acknowledgment is genuine and speaks directly to individual efforts. How to Implement: Instead of generic praise, take the time to discuss specific actions or contributions and how they made a positive impact. Personalized feedback shows you're paying attention and truly value their efforts.

The leadership power of giving credit to others for a job well done is profound and transformative. Read that again. Did it feel as awkward to read the second time as it did for me to write it? Shouldn’t it be a natural course of leadership for a leader to give credit to their team members? Not profound or transformative. But yet… it is… and I am reminded of this daily as I talk to people that work for bosses who think they are “doing a favor” by giving credit to their people for a job well done. When leaders acknowledge and celebrate the achievements of their team members, they foster an environment of trust, collaboration, and motivation. By shining a spotlight on individual contributions, leaders empower their team members, boosting morale and encouraging them to excel further. Moreover, crediting others demonstrates humility and selflessness, traits highly regarded in effective leaders. It shows that leaders prioritize the success of the team over personal recognition, fostering a culture of camaraderie and unity. Additionally, giving credit where it's due builds strong relationships within the team. Recognizing and appreciating each team member's efforts cultivates a sense of belonging and loyalty, leading to increased engagement and commitment to the collective goals. When leaders publicly acknowledge the contributions of their team members, it sets a positive example for others to follow. It encourages a culture of appreciation and mutual respect, where individuals feel valued and recognized for their hard work and dedication. Giving credit to others for a job well done not only elevates individual team members but also strengthens the entire team, driving success and fostering a positive work environment.