Surwise’s Post

Recognition is a key part of feedback. Strategic recognition reshapes how employees experience and assess the value of feedback in their organization. It highlights what employees do best and clarifies what they can do to achieve future success. Recognition also opens the door for frequent check-ins, making feedback timelier and actionable. It normalizes feedback more broadly as a practice within an organization, helping managers deliver critical feedback sooner. Employees respond better and act on constructive feedback more often when it is balanced with recognition. Frequent recognition also amplifies the impact of frequent feedback. Among employees who report receiving feedback and recognition from their manager at least once a week, 61% are engaged. These employees are significantly more likely to be engaged than employees who receive feedback from their manager at least once a week but receive recognition less often (38%). Learn more about how organizations can redefine feedback by including recognition: https://lnkd.in/gXA5w2PY

🎉 As we wrap up 2024, let's take a moment to recognize that feedback is truly a gift! It shapes our journeys, fuels our growth, and celebrates our successes. Embrace every piece of feedback as a stepping stone to greatness. Here’s to ending the year with gratitude and a positive mindset! 🌟 #FeedbackIsAGift #CelebrateSuccess #PositiveVibes #EndOfYearReflections

I have interviewed lots of individual contributors and managers at all levels in various types of organizations. Many times, I will hear managers state that they believe they are providing appropriate feedback to their team members. But when I speak with team members, many of them have said yes, their manager "acknowledges" them, but they don't provide meaningful recognition. A quick ChatGPT comparison shows: * Acknowledgement - acknowledging someone's presence, effort or opinion...a basic form of respect...doesn't necessarily indicate a deeper level of appreciation or praise...often neutral and can be more factual. * Recognition - goes beyond mere acknowledgement...actively appreciating and valuing their effort, skill or success...a deeper level of appreciation and celebration. MANAGEABLE helps managers Define expectations, Coach to win, and Recognize team member contributions. We can help, and we guarantee it. #recognition #engagement #strongleadership

At Gid, we see recognition as essential for turning feedback into a true driver of success. This article from Gallup illustrates it perfectly: recognition not only highlights what employees do best but also makes feedback more timely, actionable, and impactful. When managers recognize their teams regularly, they foster a culture of continuous improvement and engagement. Empowering managers to make every interaction meaningful is what we’re all about at Gid. Check out Gallup’s insights on why recognition should lead the way in feedback ; https://lnkd.in/gXA5w2PY

Love to see the data - No surprise that employees are significantly more engaged the more often they receive recognition. Many organizations have a once per year, annual review process which, sadly, tends to be a check the box “because HR said” process. How many leaders wait to provide any feedback until these annual reviews roll around? 😬 Here at Endries, as a part of our leadership development program, I lead a session on Feedback - The different types (Appreciation, Coaching, Evaluation) and how each plays a critical role in the employee’s experience and overall engagement aka work-life happiness. I challenge leaders to give feedback often, be genuine, be kind. Don’t wait. A little bit clearly can go a long way!

Even more evidence to support the “little and often” approach to sustainable development. Feedback on what you’re doing WELL and areas to IMPROVE is critical for authentic development. Neuroscience proves to us that “spaced learning” over weeks and months is significantly more effective that a single long training event. This work from Gallup endorses that principle. Weekly feedback is more effective that monthly feedback, and given most managers only give feedback at appraisal time! Weekly feedback is preferred to annual feedback!! Get the feedback habit going in your life.

Frequent #recognition amplifies the impact of frequent feedback. 61% of employees who report receiving feedback and recognition from their manager at least once a week are #engaged. These employees are significantly more likely to be engaged than employees who receive feedback from their manager at least once a week but receive recognition less often (38%). Be a leader who recognises results and offers feedback to their teams. Discover Leadership Land's personalised programs for leaders and build healthy engagement within your teams. https://lnkd.in/db9qhx2W https://lnkd.in/dbNzZvGm

Can you improve your feedback process in the workplace? The Conversation explains, "As researchers who’ve studied management communication and feedback strategies for years, we know that these approaches can transform the way people interact with their teams. By being intentional about giving feedback, managers can create environments where employees feel respected, valued and motivated to succeed."  Illinois Growth Advisors works with Small Business Leaders on management feedback and communication.

Do you have a culture of feedback? ⬇️ Consider your culture; is it a “feedback CULTURE?" 🤔 Recognition and appreciation are not “once and done” events. To build a recognition and feedback culture in your organization, you need to do it regularly and often. And not only you. If you have a recognition culture in your organization, people at all levels of the organization regularly thank and appreciate others for notable deeds. And the difference between culture and procedure is huge. It is a procedure to have a performance bonus program; it is a culture to have people regularly high-fiving each other, sending emails, and appreciating people publicly in meetings over even the smallest accomplishments. Most people in business or volunteer organizations agree that they would benefit from a feedback and recognition culture. Recognition is one of the easiest, least expensive ways to motivate and energize volunteers and employees. Actually, it is mostly free! Why then, can so few boast this attribute? ✨ It might be because showing recognition is an “important but not urgent” action— the crises of the day can get in the way of someone taking a moment to appreciate an accomplishment. ✨ It might be because the people in charge believe that their employees are well paid, and that is all the motivation they need. ✨ It might be just because they forget… I like to challenge my executive coaching clients to make positive feedback and recognize a habit. The more you do it, the more comfortable you will feel doing it. And the more recognition you infuse into the organization, the more positive motivation and energy you can generate within the organization. It ultimately circles back, and can actually energize YOU! 💪 Read more on our blog here: