If you’re an HR pro, you know that recognizing an employee for good work has positive results: retention, professional growth, improved productivity, and so on. It’s how to recognize an employee that remains a mystery for many of us.
It’s most helpful to know whether an employee prefers Public Recognition or Private Acknowledgement. Here are some guidelines:
Public Recognition
Your most outgoing and charismatic employees are more likely to enjoy being recognized in front of peers. It’s good to celebrate an employee’s accomplishments with your department or group, especially if his or her “job well done” affects everyone on the team.
Adam proactively worked to identify solutions that aligned with XYZ Company’s corporate goals. It’s because of his initiative that the client decided to renew their support contract with us for another year. You rock, Adam!
It’s important to keep in mind that public recognition can be a positive experience for the kind of employees who thrive in the spotlight.
Private Acknowledgement
If you’re unsure whether an employee will appreciate public recognition, err on the side of caution and acknowledge him or her in a one-to-one conversation.
“I’d rather be recognized privately,” said one of our employees. “It’s more sincere, rather than for show. Besides, if it’s public, you could cause tension among other employees.”
If you chat with employees one-on-one, be sure to articulate what specifically made the difference in performance. Describe not only what happened but also WHY that person’s actions had an impact.
Keep in mind that recognition should not be scheduled or happen so often that you lose the genuine gratitude behind your statement.
There’s a time and a place for both Public Recognition and Private Acknowledgement. Get to know your employees; tailor your recognition so it produces the greatest impact for each individual. Be sure to keep notes for employee reviews!