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Coaching Leadership

Failing to give proper recognition

Not giving proper recognition for a job well done is the most basic and common form of disrespect and rude behaviour within organizations. Yet we see it all the time.

The sad part is that not all leaders do it unintentionally. Most don’t do it because it’s “not their style” or it doesn’t feel like “their authentic self,” some fear that praising or expressing gratitude might take away their power or break “boundaries” with the associate.

The challenge with that line of thinking is that there’s an excessive focus on the leaders themselves when they should be thinking and behaving in a way that benefits others. And if they could remove themselves from the equation, they would realize how talented and hard-working their peers and colleagues are.

Historically, there hasn’t been a single documented instance of damaged reputation or lowering of standards (as many leaders fear) because a leader went out of their way to praise and recognize one of his team members. For all you can care about history, the effect is almost always the opposite, which is a meaningful positive change in people’s behaviour and approach to the work they do.

I strongly feel that failing to praise and give proper recognition is a missed opportunity every leader should latch onto. Please don’t wait for their performance evaluations towards the end of the next fiscal. Call them out right now and tell them how much you appreciate their contribution to the project or the company. Do it in person before doing it in public, if they’re okay with it. Follow it up with a short note via email as well.

The best part is that the whole exercise takes you less than 10 minutes, but the effect on the employees is phenomenal. Do it often, and you will build a positive habit for yourself and notice an overall increase in morale and confidence in the company culture.

All because you choose to think beyond yourself.