Recognition and Appreciation in the Workplace

Appreciation and recognition are synonymous. They matter because, without them, people feel invisible and not valued.

Recognition and Appreciation in the Workplace- Why it matters

By Anna Eliatamby

Recognition and Appreciation in the Workplace. Appreciation and recognition are synonymous. They matter because, without them, people feel invisible and not valued. They want to be recognised and appreciated as human beings, which is something very important for all of us.

The concept of ‘mattering’ has entered the conversation. It also refers to the same issue; people want to feel significant, affirmed, and needed. A natural human desire.

Benefits to the individual

There are many gains for individuals. If they experience gratitude and recognition, then they will feel acknowledged and less stressed. And the brain is positively affected. This leads to them being able to use their cognitive and other skills, such as concentration and focus, to do their job more effectively. Happiness at work improves. Productivity increases.

People have better self-care and there can be physical effects like lowered blood pressure and better sleep. Leaders’ mental health and physical health is enhanced.

There is also more loyalty and pride. People are much less inclined to leave and seek another job. The lack of acknowledgement is a key reason for people seeking alternative employment.

These benefits lead to increased job satisfaction, retention and lower turnover. And more ownership and belonging. Workplace conflict decreases because people like and respect each other. Trust and creativity are more evident.

Benefits to the organisation

There are many advantages to the organisation. Recognition programmes lead to much higher profits. The outcomes are much stronger. Workplace culture is then supportive and positive.

Building blocks for recognition and appreciation

The most important criterion is that whatever is introduced must be sincere, sustained, and introduced with integrity. Otherwise staff realise that nothing much has changed except for the use of empty words and speeches.

Leadership need to look at themselves and ensure that their styles, actions and behaviours reflect this sincerity. It is pointless to praise one employee but then berate someone publicly or refuse a request for flexible working so that a colleague can look after their children. Leaders must self-reflect and see how they can become more trusting and democratic and be willing to delegate. Staff need to know that managers will not punish them for making mistakes but help to look at what happened and then learn.

We should help staff appreciate each other. Allowing staff to be involved in the design and build of an appreciation and recognition programme will lead to successful implementation. Think about what type of recognition is needed and what the incentives will be.

There must be a willingness to add to the positives in the work environment and culture and to address any negative behaviours and atmospheres. So that there is collective accountability and responsibility for one and all. This includes ensuring that staff feel they can be different and be themselves without recrimination. Mothers should be able to parent as they see fit and in-line with their own preferences, cultures and backgrounds. And to learn from each other. Children will then appreciate how parenting and work can be possible in a good way.

If we give ourselves permission to make sure that recognition and appreciation matter in our lifetime, then we will leave our children a valuable lesson.

Anna Eliatamby is Director of Healthy Leadership, CIC and co-author, with Blueprintforall of the Decency Journey pocketbook series.

# Recognition and Appreciation in the Workplace