Why Recognition is More Important Than Ever

Human figurine has equal weight against a group of people. Authoritative and important

Think back to a time when you received authentic appreciation or recognition from a boss or colleague. Chances are you felt pride, joy, and fulfillment about yourself and the place you chose to work.

Beyond positive feelings, recognition does something powerful in your brain. Without any additional effort, you will remember and attempt to replicate what caused the praise to happen in the first place. In other words, recognition for your prior effort influences your future behavior.

Recognition for prior effort influences future behavior. 

However, most managers and leaders don’t recognize both the short-term benefit or long-term impact recognition has on their team members. Because of this, they aren’t doing enough of it. A study by Glassdoor found that 80% of employees would be willing to work harder for an appreciative boss, and 70% said they’d feel better about themselves and their efforts if their boss thanked them more regularly. If that weren’t important enough, 63% of employees who feel recognized are unlikely to look for another job.

Recognition is the Secret Ingredient to Inspire

Author Fred Reichheld, in his book Winning on Purpose said, “Giving praise and recognition is the secret ingredient great leaders use to inspire their team because it provides the essential fuel to win on purpose.”

Authentic recognition improves productivity, performance, and engagement while at the same time reducing voluntary turnover. In other words, 

Recognition Fuels Short Term Engagement and Fuels Long Term Performance

Since giving praise and recognition isn’t a strong suit for most leaders, there is something you can use called the 3 x 3 Praise Model from my book Building the Best to help. The first three parts of the model share what to do when giving praise. You can see the model below or download a copy here for free.

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1. Be definitive. 

Clarify what the team member did to deserve the recognition. Instead of just focusing on the result of their work, focus on the behavior that produced it. 

Great recognition focuses on the behavior that produced the outcome, not the result itself.

2. Discuss the impact of their behavior. 

Highlight the impact their behavior had on the team, organization, or themselves. This is critical and often forgotten or assumed. People need to know the work they do helps fulfill the mission and purpose of the team.  

People need to know the work they do helps fulfill the mission and purpose of the team. 

Spell out what good things happened or could happen because of their extra effort. 

3. Show Genuine appreciation. 

Tell them how much it meant to you and how much you appreciate what they did for the team. People can see right through a pile of inauthentic words. Take time, write or say real meaningful words.  

Closing

I am more convinced than ever that no leader can have a fully engaged team without providing praise and recognition. If that wasn’t enough, in this crazy talent war, where voluntary turnover is at an all-time high, leaders must make a concerted effort to provide five times the amount of recognition than feedback.

Since your leadership is temporary, stop waiting to give recognition, do it today.

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About the Author John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.

How to Communicate Like a Great Leader

communication

Leadership, like life, is a journey and not a destination.  

Now I must emphasize one point before you start reading this column that will attempt to make you a better leader. Writing and doing are two different things. Yes, I have spent the last 10+ years of my career studying what the best and worst leaders do, then transferring those lessons to myself and others, but I have struggled mightily to apply many of these lessons daily. Instead of crushing my soul and believing I am not meant to be a great leader, it’s convicted me to constantly look at the journey of becoming a better leader rather than just arriving as one.  

I have learned that the closer you get to being a truly authentic leader, the less you feel like one.  

The closer you get to being a truly authentic leader, the less your feel like one. 

In many things, ignorance can be bliss, but not in leadership. There is nothing worse than a manager who isn’t self-aware of their shortcomings as a leader. It’s caused more professionals to leave a company or a profession altogether than any other factor. Don’t believe me? A recent study found a staggering 79% of employees will quit after receiving inadequate appreciation from their managers.

Many Leadership Skills Matter

There are many talents and skills leaders must develop and demonstrate to be effective over time. Our research indicates building trust, having empathy, establishing a vision, giving recognition, and coaching others are essential. However, communicating effectively is at the top of the list. 

It could be as simple as writing an email, giving a presentation, sending a text, or turning on your listening ears. Regardless of the type of communication, the key is that you’re effective at it. I like to think of it as the essential rule of leadership. “If you struggle with communication, you will never reach your potential as a leader.”  

If you struggle with communication, you will never reach your potential as a leader.

As I wrote in Building the Best, the key to successful leadership today is elevating others. So the problem with not reaching your potential as a leader is you won’t be helping others achieve theirs.  

The Big Communication Mistake

There are a lot of gifted orators with silver tongues and unmistakable mannerisms. At the same time, many professionals clam at the thought of delivering a presentation. Regardless of the camp you are in, or somewhere in between, there is one communication mistake anyone is susceptible to make, and that is demanding and downloading, not inspiring.  

Too many leaders demand and download instead of inspire when communicating.

This doesn’t mean every email or conversation must have your audience ready to run through a wall, but it does mean you have to be more concerned with the audience than the person doing the communicating. The word inspire means “to breathe life into.” You can’t breathe life into someone or get someone else to take any action they wouldn’t otherwise take if you don’t get past their mind and into their heart.  

Communication improves when leaders get to the employees’ hearts, not just their minds.

I was reminded of this truth in a conversation with a talented therapist named Kimberly Mengel. She said, “the heart is the wellspring of life.” It’s stuck with me for some time now because I have repeatedly seen when leaders fail in their communication, they never get to their people’s hearts.  

How to Improve Your Communication

There are all kinds of tactics and strategies to become a more effective communicator. Instead of going into the depths of storytelling or the three C’s of successful communication, I want you to turn your attention to two things; how much you speak and being more transparent.  

1.How Much You Speak – Being an exceptional listener is key to being a great communicator. Not only is this true, but Simon Sinek took it a step further in a keynote some years ago, when he spoke about “being the last to speak.” You can watch the short clip here

As brilliant as this idea is, I know it’s not always possible. Instead, turn your attention to “how much you speak.” Your goal as a leader shouldn’t be to tell people what to do. It should be to help them determine what to do and what can be done to implement it. This means speaking less and asking better questions.

2. Be More Transparent – All too often, when there are things leaders must say to people, they avoid the topic or sugarcoat it in a way the truth never comes out. Instead, I want you to opt for more transparency in your communication. The reason is transparency implies openness and accountability. 

I asked Robert Quesnel, a seasoned executive and phenomenal leader at American Family Insurance, why leaders aren’t transparent, and what he said moved me. “Many leaders aren’t transparent because they are insecure narcissists and lack confidence in themselves.” Not only is Quesnel right, but too many leaders hide behind the shield their title provides instead of being transparent and telling the truth. 

Too many leaders hide behind the shield their title provides instead of being transparent and telling the truth.

Closing

The best part of communication is you get endless opportunities every day to work on improving. I hope some of these ideas inspire you to evaluate how much you speak and how transparent you are in and effort to apply them on your leadership journey.

Tell me in the comments Do you agree and what tactics or strategies do you or others leaders leverage to be effective communicators?

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About the Author John Eades is the CEO of LearnLoft and VP of Thought Leadership at Peoplebox. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.