Be sincere and specific. Effective recognition isn’t sweet talk and a fake smile. As a leader, show that you truly appreciate your people’s contributions. Mention how they specifically helped the organization. When they know how they succeeded, it encourages that behavior in the future. Many leaders will say to their direct reports, “good job on the XYZ account.” If you really want the words to resonate, be specific about what ‘good job’ looked like. For example, “I noticed that you have a knack for saying just the right thing to calm a person down.” When you are specific, people realize you are watching and paying attention versus using tired clichés.
Choose the right time and place. Don’t wait to give the compliment. Two weeks later does not generate the same response as immediate recognition of a good attitude, problem solving or a successful project. Determine whether a task deserves formal public recognition, a casual announcement, praise during a team meeting, or a more informal personal response. Some people like to be complimented in front of others. Others do not and prefer a personal quiet recognition.
E-mail is nice; but, a handwritten note means you took time to find a card and write a personal note and you don’t run the risk of the e-mail being overlooked. If you have someone that is getting great feedback from clients, ask the client to write a testimonial letter.
Involve others. Have the president, CEO, COO, CFO pick up the phone to make a congratulations/thank you call. As much as your team likes you, it’s always nice to hear praise from other sources. Also, hardworking people often put in long hours. Consider sending a thank-you letter home highlighting their specific contributions. Thank the family for the important role they play by their support and encouragement! Praise is great and will make a difference, especially if it is done right!