“Courage.  Encourage.  Two words, same origin.  Heart.  You gotta have heart… there is no bravery or boldness without heart.  There’s no spirit or support without heart.  There’s no sacrifice or soul without heart.   Nothing great ever gets done without heart.  You gotta have heart.“

~ James M Kouzes and Barry Z Posner, Encouraging the Heart

Giving thanks and appreciation to those around us some consider to be the most important leadership practice. To effectively lead and influence people, you must demonstrate that you care about them.  While 80% of organizations have employee recognition programs in place, study after study reveals that only 30-45% of employees feel that they are truly recognized for performance.  According to one study by Kepner-Tregoe outlined in The Leadership Challenge by Kouzes and Posner, only 40% of North American workers said they receive any recognition for a job well done, and about the same percentage report they never get recognized for outstanding individual performance.  Another study conducted by the Center for Creative Leadership found that the single factor that differentiates the top quartile of managers from the bottom quartile were their scores on affection.  Even more interesting, the same CCL study found that the highest performing managers also had higher than average scores on wanting affection.  In effect, the most effective leaders get to know people — showing warmth and concern.  For them it’s not about managing others, it’s about caring for others.

There have been many studies conducted around employee engagement and retention.  Time after time research reveals that the primary reason employees leave organizations is because of “limited praise and recognition”.  However, managers believe that salary, job security, and advancement opportunities are most valued.  As a result, little consideration is given to daily recognition.  Ironically, when managers themselves have been asked what is most important to them, they too ranked “being appreciated”, “informed”, and “listened to” as most important.

Think about it from your perspective… how do you feel when your contributions go unnoticed?  What happens to your confidence when only the errors are mentioned?  What kind of environment brings out your greatest thinking?  Do you appreciate being appreciated?

Encouraging from the heart doesn’t have to be complicated; it just has to be sincere.

KNOW WHAT YOU EXPECT 

It is critical that recognition revolves around valued behavior.  Appreciating individuals who have demonstrated stellar performance must be based on clear expectations.  When recognition is not clearly linked to performance expectations, the act of recognition can be perceived as ceremony rather than substance.

LOOK FOR THE BEST

Have you ever heard the statement, “you get what you expect”?  When leaders assume incompetence around them that is exactly what they will find.  But, when leaders expect greatness, it will surely show up.  Leaders who look for the best in others are more likely to find opportunities to praise and inspire breakthrough performance.  We must keep in mind that people have a tendency to live up or down to others expectations.

MAKE IT MEANINGFUL  

The most effective leaders are able to customize their recognition as they have a clear understanding of what is most meaningful to each individual.  When the recognition is in direct alignment with an individual’s values and priorities, even the smallest token can have tremendous impact.

CREATE A COMMUNITY OF PRAISE 

As I assess organizational climates, I continually hear people say that one of the primary reasons they enjoy work is because of the people with whom they work.  There is a natural tendency for team members to provide support, encouragement, and praise to one another.  Yet we often don’t nurture this desire for social interaction and peer support.  It is important to find opportunities, especially in a virtual work environment, for team members to connect, collaborate, and celebrate successes.

BE THE EXAMPLE 

To have a culture that embraces recognition, leaders must go first.  The most effective leaders dedicate time to interacting with team members, learning about their projects, exploring their thought process, and gaining insight into what they value. It is during these informal conversations that innovation, creativity, and achievements can be recognized … and where hearts are encouraged.