Australian Federal Police Commissioner Reece Kershaw recently caused a ruckus when he stated that “Gen Z, the younger generation, needs three times a week praise from their supervisors, the next generation only needs three times a year and my generation only needs once a year”.

Here, he was misquoting a recently published study by Gallup around the generational difference in receiving recognition. While Gen Z (those born between 1997 and 2012) may be more vocal and comfortable stating they would like feedback regularly in the workplace, the simple fact is, we all have an inherent need to feel valued and appreciated regardless of how old we are.Feedback is a powerful tool that shapes our behaviours, motivates us, and helps us to grow both personally and professionally. But have you ever stopped to consider the psychology behind feedback? How does it affect our behaviour? Why does a simple pat on the back motivate some individuals, while others also require tangible rewards to feel appreciated? This month, we dive into the fascinating world of feedback psychology and explore the difference between and impact of recognition and rewards on human behaviour.

The Power of Feedback

Imagine this scenario: you’ve just completed a project, and your supervisor calls you into their office to discuss your performance. As you sit nervously, waiting for their feedback, you may experience a mix of anticipation, anxiety, and curiosity. Why is that? It’s because feedback has the potential to validate our efforts, provide guidance, and even impact our self-worth.

Feedback serves as a mirror that reflects our actions and their consequences. It allows us to understand how we are perceived by others and to identify areas for improvement. However, not all feedback is created equal. It can be broadly categorised into two types, these being recognition and rewards.

Recognition: Fuelling the Human Spirit

Recognition involves acknowledging and appreciating someone’s efforts, achievements, or qualities. It taps into the intrinsic motivation that exists within each of us. When we receive recognition, it fulfils our innate need for validation and belonging.

Recognition is usually unexpected, in that the person is not expecting to be recognised upon the outset of their work, and it is usually intangible (i.e., verbal, or written praise or appreciation).

To understand its impact, think about a time when all your hard work was acknowledged by your peers or superiors. How did it make you feel? Most likely, it boosted your confidence, increased your job satisfaction, and motivated you to continue performing at your best. Recognition fuels our internal drive, creating a positive cycle of motivation and improvement. Similarly, consider a time when your efforts have gone unnoticed and unappreciated – it didn’t make you feel overly fabulous did it?

In this way, recognition also impacts team culture. When one person’s efforts and achievements are celebrated, it sets an example for others to strive for excellence. It creates a ripple effect, inspiring everyone to put their best foot forward and contribute to the collective success of the team or organisation. Similarly, if recognition is never given no matter how good the outcome is or how much effort is exerted, then individuals may ask themselves “well why should I do any more than just the bare minimum?”.

One important thing to note about the giving of recognition is that the key to effective recognition lies in its specificity. Rather than simply giving generic or shallow praise, highlighting specific behaviours or outcomes encourages the recipient to understand what they did well and replicate it in the future. When we personalise recognition, it shows that we have truly taken notice of someone’s efforts, making them feel valued and appreciated.

Rewards: Tangible Tokens of Appreciation

While recognition is based on intrinsic motivation, rewards operate on the principles of extrinsic motivation. Rewards are tangible incentives given in response to achieving certain goals or milestones and are often pre-agreed upon. They can range from financial bonuses to certificates, gifts, or promotions and are transactional in nature: if you do this, you get that. For example, a reward is going to work and being paid for your productivity and time. Or, receiving a bonus for hitting your KPI.

Unlike recognition, rewards focus on the desired outcome rather than the process or effort. They are designed to reinforce specific behaviours or actions, aiming to encourage their repetition. Rewards can be effective in driving short-term performance spikes or incentivising specific tasks, but their impact on long-term behaviour can vary.

As such, it is important to note that rewards can sometimes have unintended consequences. If the focus is solely on the reward, individuals may become overly fixated on obtaining it rather than on the quality of their work. This can lead to a decline in intrinsic motivation and a reliance on external motivating factors. Therefore, a careful balance is needed to ensure that rewards do not overshadow the importance of a team’s or individual’s intrinsic motivation.

Striking a Balance: Combining Recognition and Rewards

To create a holistic feedback culture, it’s crucial to strike a balance between recognition and rewards. When used together effectively, they can reinforce positive behaviours, boost motivation, and foster growth.

Recognition acts as the foundation, nurturing intrinsic motivation and fostering a sense of purpose. By acknowledging someone’s efforts and achievements, recognition builds a positive and supportive environment that encourages individuals to strive for excellence.

Rewards, on the other hand, serve as an additional layer of reinforcement, the icing on the cake, if you will. When aligned with the goals of the individual or organisation, rewards can provide a tangible acknowledgment of exceptional performance. However, it’s essential to ensure that rewards are not the sole focus and that they are used sparingly to maintain intrinsic motivation. The aim should be to create a rewarding culture over a culture of rewards.

As such, you can see that an effective feedback system encompasses both recognition and rewards, striking a delicate balance between emotional connection and tangible motivation. In doing so, you can have a positive influence on individuals, while also working to create a culture of growth, engagement, and high performance within your teams and organisations.

Read More:

Lorenz, E. (2022, Aug 29). How to Bridge the Generational Gap in Recognition. https://www.gallup.com/workplace/396470/bridge-generational-gap-recognition.aspx