At last count, there were 4,215 books on Amazon that dealt with Employee Recognition. From what I’ve read, the vast amount of this literature is about the importance of receiving recognition. But it’s important to remember that GIVING recognition is just as important in building a recognition culture. That is because the people giving recognition receive emotional benefits, plus, they help socialize the recognition process by delivering more recognition impressions throughout the organization. Let’s take a look at each.
There is a Chinese proverb that says “a bit of fragrance clings to the hand that gives roses.” So too with giving recognition. Giving recognition is an altruistic act, and altruism has been shown by neuroscientists to be hard-wired into the brain to be pleasurable. Studies have shown that people who engage in charitable acts become happier after giving and that this feeling can last for several weeks.
As described in Shawn Achor’s “Happiness Advantage,” “The recognized employee obviously feels great, as do both the executive who made the recommendation and the executive who gets to deliver the praise. Everyone gets a mood boost as well. . .”
As far as the other benefit, socializing recognition with multiple “impressions” is important to building a recognition culture that improves employee engagement. That is because it is not just the act of recognition that is important, but it is “impressions” that are made on other people in the organization that lead people to understand that they are appreciated and cared for. . .frequently.
Managers play a key role in expanding recognition impressions as they tell others about the individuals and teams that they have recognized. This not only spreads the word, but also adds to continued good feelings for the givers of recognition, making those people happier.
Giving recognition. . .it’s as important as getting recognition.
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