shared by: Nugroho J. Setiadi, PhD\r\nLinkedIn: https:\/\/www.linkedin.com\/in\/nugroho-j-setiadi-8b9b0116\/<\/a>\r\nGoogle citation index: https:\/\/scholar.google.com\/citations?user=7kvetHUAAAAJ#%21<\/a><\/pre>\n<\/p>\n
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| Showing recognition\u2014when done well\u2014has huge payoffs, boosting employee morale, productivity, performance, and retention. To get better at giving recognition, you want to focus on both the substance of the recognition and the manner and context in which you deliver it. To improve the substance, start by being specific. Describe to your employee what they did and the impact it had on you, the team, the organization, or your customers. While recognizing outcomes is valuable, it\u2019s also important to recognize the positive actions that led to the outcome. To improve the delivery of your recognition, consider the employee you\u2019re recognizing. Would they rather receive kudos in public or in private; verbally or via handwritten card? Tailor your delivery method to your employee’s personality. Whatever method you choose, be timely. The sooner you give the recognition after the behavior, the higher the perceived value.<\/td>\n<\/tr>\n |
| This tip is adapted from\u00a0<\/strong>\u201c<\/strong>Do You Tell Your Employees You Appreciate Them?<\/a>,\u201d\u00a0by Jack Zenger and Joseph Folkman<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n <\/p>\n |