Nothing beats the warm fuzzy feeling you get when someone takes the time to let you know they appreciate you. This simple gesture goes a long way, especially when it comes from a co-worker or supervisor. While there are many ways to show gratitude for your peers, it is important that your message provides meaning to the recipient. The question is, how does one accomplish this? We have put together five easy tips to help you take your recognition efforts to the next level!

Recognition should be timely

The first step with any form of recognition or feedback is to make sure it is timely. If a co-worker does something that deserves to be noticed, let them know right away! Not only will this reinforce the positive act or behaviour but it will create momentum for others to provide shoutouts and continue the recognition cycle. If you wait to send your message, it is likely that the recipient will have already moved on to the next task or even worse, you might just forget all together.

Personalization is key

Remember that warm fuzzy feeling we mentioned earlier? That gets 10x stronger when your message is personalized for a specific individual for something that is unique to them. When you make the message personal, you build a deeper connection with the recipient. It lets them know they are valued for their unique contributions to your team and demonstrates that you see them for who they are beyond their role as an employee or co-worker.

Make it public

Not only does public recognition feel good, but it shows the rest of your company the kind of behaviour you want to reward and encourage. The more often we see recognition, the more likely we are to start performing in ways that are being acknowledged. In order to make recognition programs stick, the act of recognizing co-workers and employees needs to be a part of your company’s culture. When feedback is given publicly, it reinforces the behaviours being highlighted and encourages others to start praising their teams as well. Eventually, this leads to a continuous cycle of meaningful recognition that is a normal part of co-workers and employees’ day-to-day activities.

Incorporate company values 

Values-based recognition programs are 70% more likely to be adopted than programs that are not tied to a company’s core values. When you recognize a co-worker or employee for doing something that aligns with your company's core values, it allows the individual to see how they are contributing to the bigger picture. When employees can see how their efforts are positively impacting the organization’s goals, they are more engaged and committed to doing their best work.

Lead by example 

Finally, the most important way to create a culture of meaningful feedback is to demonstrate it from the top down, starting with the leadership team. Recognition-rich cultures have been shown to have 31% lower voluntary turnover, but this can’t be done without the buy-in of those who are responsible for setting the foundation in which your team runs on. Peer-to-peer recognition is 35% more likely to have a positive impact on the financial results of an organization compared to manager-only recognition. It is critical that recognition happens at all levels of an organization, cross functionally and consistently.

Are you ready to set the tone for your company’s feedback loop moving forward? There’s no reason to wait! Follow our 5 simple steps, check out PerkUp’s Recognition App and remember to enjoy the process. With public recognition, everyone wins!