Recognising the Value of People

Cognicent | 31, July, 2024 | Newsletter

If you have ever driven on a long country road in Australia (one of those roads where you don’t see another car for hours), then you’ve probably also felt the pleasure of waving at an approaching driver and having them wave right back at you. It’s a joyous thing. Sadly, if you are like me, you have also felt the genuine pain of waving at an approaching driver and getting nothing back. Ouch. We don’t even know the person in the other vehicle, but despite this, we are offended by their lack of acknowledgement.

While it may be stronger for some more than others, we each like to be acknowledged. We want to be seen and noticed as it confirms to us that we matter and that we have value as a human. You might be reading this and disagreeing, arguing that you don’t need the attention or acknowledgement of others. But, imagine what it would be like to be ignored by everyone around you. How long do you think you would last?

To put it plainly, we each have a need to feel valued and important. When this need is met, we feel good. When we feel good, we perform better. In the workplace, when we have people who feel good about themselves (healthy self-esteem, positive mood and affect etc.), it tends to improve outcomes in most, if not all, areas. People are more creative, more productive, more resilient, have greater levels of awareness and empathy, and in simple terms, are just better to work with.

Now, recognition doesn’t have to involve money or a promotion, and it doesn’t have to be provided exclusively by leaders. It can come in many different shapes and sizes and from many different sources. The good thing is that any one of us can give recognition, and the return on the investment of our time can be huge.

We have included a list below that might assist you in defining your approach to recognising people in your team. Importantly, we have broken it up to include the things that cost money and those that don’t.

Recognition That Costs Money

Monetary incentives: Things such as bonuses, pay raises, or promotions (generally they require an increase in pay).

Learning and development programs: Whether internally or externally provided, can have course fees, or simply the time away from the workplace to complete the training and development.

Material rewards: Gift cards, gifts, or in some businesses, the award of points toward a gift they can purchase.

Celebrations: Whether it’s a team BBQ or a lunch/dinner for an individual or the team.

Recognition That Doesn’t

Increased responsibilities: Acknowledging someone by providing them with a project or role that gives them greater responsibilities and opportunities to develop.

Symbolic awards: Could be an ‘employee of the month’ acknowledgement, a certificate, a card or a note

Contribution and consultation: Recognising the value someone brings by seeking their input and ideas on something within the business.

Praise for behaviour: Simply thanking someone, and being specific about what they did that you are thanking them for.

Praise for character: Thanking someone for who they are, and what they bring to the team.

Time: It is our most valuable resource, and when we give people our time, we are sending them a message that they are valuable to us.

While these lists are not exhaustive, they provide a good overview of what we can do to build a culture where people are genuinely valued. Take some time to think through which if these are within your control to give and then set yourself a goal for who, when and how you can increase your level of recognition over the next month.

We hope you have a safe, well and productive rest of your week.

– The Cognicent Team