Don’t Recognize — Validate
The value of recognition is priceless. Many studies have shown that recognition is one of the top reasons for employee disengagement. I submit during tough economic times, when anxiety within employee ranks is running at Defcon 4 for most employees, recognition trumps many other management levers for driving performance.
If you have children, or been around them for any period of time you know they are like rechargeable batteries perpetually on empty looking for that next shock of energy in the form of recognition.
“See my picture? Do you like it?”
“Watch me do a summersault.”
“Did you see me jump high?”
“Watch me, watch me, watch me.”
And we respond. We recognize the effort. We comment on it. And you know when you comment and reinforce the effort — you now are in the never-ending cycle of “watch me” and “very good.”
What you’re witnessing is the immature version of what typically happens at every workplace every day. Just without the sticky fingers and the grass stains.
But recognition is really only part of the equation.
What We Need Is Validation
While most managers understand that employees want recognition what they don’t realize is that what we all really want is validation.
Validation that we, individually, as a person — matter.
We want to know that our presence at this company, in this role, with these responsibilities is important and we, individually, have value. And hopefully, a value that no one else can bring to the table.
We like recognition — that means someone is paying attention and noticing our efforts. What we really value is validation. What we want is to know that if were weren’t here something wouldn’t go as smoothly. Our place in the organization is important.
Take Time to Think About Recognition as Validation
When working with people in your organization take the next step and VALIDATE the effort you’re recognizing. Tie it back to something specific about how that particular person – their skills, approach, temperament, whatever — made the difference.
While most employees won’t run up to you and say “What did you think about my picture?” they still, subconsciously are thinking it. They are thinking — did the effort I put into the project really matter? Does my manager really understand how hard that was? Do they know the specific thing that I brought to the table that made that project/task/presentation better?
Knowing the uniqueness of your employees will create a much more powerful way to recognize and validate their contribution to the organization.
Don’t just recognize. Validate.
A Video
Take a minute (actually 16) and check out this video short on validation and ask yourself – isn’t this what we all want?
