Recognition for team building
- Philip Brophy
- Mar 26
- 3 min read
Power of positive feedback • 3 min read
A study carried out by technology company SAP, surveyed U.S. employees from a range of industries revealing that: 83% of respondents said that recognition for contributions was more satisfying than any rewards; that 76% found peer praise extremely motivating; and that 88% found praise from managers to be extremely motivating.
Introduction
There’s no doubt that the workplace can be a stressful environment, where we can become overwhelmed with feelings such as anxiety, frustration, or stress. Ignoring the importance of these feelings from employees can often lead to disengagement.
This week, we’ll look at how recognition of an individual’s contribution is a powerful motivator for them to feel truly appreciated, while remaining eager to meaningfully engage.
We leave managers, not companies
The manager-employee relationship is central to how team members engage with their work, with consistent research showing that people leave managers, not companies — often citing emotional over financial reasons.
This is why it’s so important that we, as team leaders, step back and:
Recognise the signs that employees are being held back from reaching their fullest potential.
Realise the difference their contributions make to the team’s output.
Make them aware of the value they add to the company.
Invite them to ask for feedback or share their own.
Building relationships
We’re all individual people and being recognized in a way that is meaningful to us shows us that we’re cared about and acknowledged. As managers, if we don’t think along these lines, we’ll find ourselves filling the same positions repeatedly as employees become discouraged, burn out, and then leave.
This is why it’s crucial to recognise everyone’s efforts — this means getting to know your peers — each and every one of them. And how one team member feels valued will likely be different from how someone else will be motivated.
For example, one person might appreciate direct, verbal praise while someone else values being included on bigger project decisions.
If you don’t know, just ask.
Many people are shy about approaching senior team members with requests or things that are important to them. By actively reaching out, this invites people to open up in ways that they may never have without being prompted.
The most effective way we can recognise others is by taking an individualised approach to each employee. For example, we can show an interest in your team members’ futures, getting to know people’s three- to five-year career plans and then outlining how we're going to help them get there.
This will create a more engaged, loyal, and motivated workforce.
Key takeaways
All of us need frequent motivation, driven by friendly and personable interaction. Positive recognition is key as it impacts workplace culture and performance in a meaningful way.
Observe a variety of aspects across your team, e.g., what could potentially be holding team members back, while letting them know their worth and that they’re always welcome to come to you for feedback.
Get to know who works with you on an individual basis. Everyone has specific needs and things that they value and are more than happy to communicate what makes them feel appreciated and what’s important to them.
Think big, act small
Do you feel that you could work more on recognising the efforts of your team? How about starting off by setting up one-on-one coffee catch ups to find out more about what matters most to those around you?
Content sources
Forbes, 2019, Janine Schindler, ‘Employee Motivation: It Really Does Matter’
Forbes, 2020, Lori McKnight, ‘Recognition is Essential, Now more than Ever’
Psychology Today, 2013, Victor Lipman, ‘New Employee Study Shows Recognition Matters More Than Money’
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