Appreciation or Recognition?

We often use the words “appreciation” and “recognition” interchangeably, and think of them as the same thing. While both forms of feedback are important, it’s also important to distinguish between the two. Knowing the distinction will help us to be mindful about it when we use it within our teams to promote an inclusive culture, a culture of constant feedback, and a culture of high performance.

Recognition is about giving positive feedback based on merits, results and/or performance. Usually, a recognition is followed up by an award, promotion, bonus, etc. Sometimes, it could be informal and as simple as a verbal thank you. But, it has to be done at a proper time — probably right after the accomplishment or reaching a goal or particular milestone. A recognition, most of the times, is conditional i.e. can directly tie to some task that an employee worked on or is currently working on.

Appreciation is not just about acknowledging a person’s inherent value but also about acknowledging who they are. It’s about acknowledging the value a person brings to the team, their vision and their tenacity. Let’s understand why appreciation is so important to keep people motivated.

Feeling appreciated is a strong foundation where an employee feels valued and respected. Employees know they matter to the company and they feel valued for what they bring to their work. It is about supporting them within the organisation.

Let’s look at a real example now to understand this more —

Appreciation doesn’t always have to be given from the top. As colleagues, you can appreciate other people in the team as well. Appreciation is crucial for building strong relationships and it helps increase engagement, feedback, and trust. Some other things that one should be mindful about while appreciating peers is to

Next time, when you see someone doing good work or going above their expectations, appreciate it. You might just bring a smile to someone’s face, inspire, and motivate them.

One last thing, there is no one-size-fits-all approach here. Some employees may value and want both, from not only managers but also colleagues and direct reports. Some employees only want one or the other. Finally, some don’t value either. As individuals, it’s effective to understand if and how each is valued by their peers.

References:

[1] The Overtone Effect: Live Your Life on a High Note! — By Jan Carley

[2] The 5 Languages of Appreciation in the Workplace: Empowering Organisations — By Gary Chapman, Paul White

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