Recognition & Validation in the Workplace
Our jobs take up a big portion of our day-to-day lives, and have a big impact on the people we are shaped into, and even the ways we view ourselves. For the most part, our jobs are not just “our jobs,” but one of the main places we meet people, achieve accomplishments, and grow. Because of this, there is quite a bit of psychology and communication research that inspires managers to recognize and validate employees.
No employee is like another. We all have unique motivations, goals and aspirations, purposes for working, and interests for our current and future roles. This is one of the main reasons why managers are taught to learn these different attributes about their employees. Knowing how an individual employee is motivated, should inspire the different ways a manger recognizes and validates that employee.
Recognition has many forms. At its base, is the feeling of being acknowledged. Whether that is acknowledgement for participation, hard work or just simply “showing up,” recognition motivates employees to continue their hard work, and can increase productivity and involvement long-term. Because we are all motivated by different means, recognition can take many different forms including role promotions, monetary promotions, awards or even a simple “thank you” or “great work” note. I believe that recognition is important for employees at all levels of an organization, especially in a work environment that fosters continuous growth, collaboration and stepping “outside-the-box.” Employees need to feel the comfort and confidence of taking that step outside of the norm.
Validation works hand-in-hand with this reinforcement concept. Validation is that extra affirmation of “you are doing great.” In recent cases, I have seen how even employees at high levels need this validation. Being the decision-maker of an organization comes with a great deal of stress and pressure, and to hear from other superiors, or even employees who look up to you and work for you, that you are doing a great job, makes a difference. This validation can come from and be given to all levels of the organization. Even a CEO needs the validation that they are doing a great job every once in a while.
Now, I am not at all telling anyone to start complimenting the CEO’s shoes at work after a long, hard week of reporting and presentations. What I am saying is, as an Entry-Level Associate, a Manager, a CEO or even a President, understanding that the way you praise the people around you will have a major impact on their confidence, motivation to add value to the organization, and positive work-life overall.
Everyone needs a pat-on-the-back, high five or “good job” note once in while. And, if you know your boss is a big shoe person, then you go ahead and compliment those shoes!
How do you recognize your employees and help them feel validated at work?
Bean
www.linkedin.com/in/sabinaruggles
@sabinaruggles
