Who Do You Need To Acknowledge?
I’m a big football fan (the American variety) and we’ve had some great games recently in the US. A few weeks back we had the college championship game between the University of Georgia and the University of Alabama. Georgia won a hard-fought game but it was what the coach of the Alabama team did that got a lot of attention.
It was what he did at the press conference afterwards with his two star players that inspired me to write this blog.
The two players sat on either side of Coach Nick Saban and he put his arms out and stopped them when they got up to leave. Coach Saban immediately acknowledged both players who were visibility upset from the loss. He stated that they were not “defined by one game” and acknowledged that they both “contributed tremendously to the success of this team.” He ended by saying:
I just want to thank them for that and let everyone know how proud I am of these two guys. - Nick Saban
Imagine after a tough loss how much it meant to them to have their efforts acknowledged publicly by their coach. And maybe even more so in defeat.
Why Recognition Matters
Too many times I’ve had coaching clients discuss their need to have their efforts acknowledged. Many welcome criticism or praise, as long as there is recognition for the work that was done. For some, a simple thank you would be enough to satisfy that need.
Studies show a connection between being recognized for your work and being an engaged and satisfied employee. According to the Workhuman 2019 International Employee Survey Results in The Future of Work is Human Study, there is a correlation between receiving gratitude at work and having a reduced stress level (p. 13).
Interestingly, it also makes a connection between being recognized for work and having trust in the company’s leadership through change (p. 12).
The conclusion of the report states that what employees want in their work culture and from their managers is the same thing--more appreciation (p. 27).
How to Acknowledge Others’ Efforts
Acknowledging someone can take many forms. It can be done individually or in a group setting. It can be done verbally or in written form. It can be as simple as a thank you or a longer description of what they did and how it contributed to the organization. Whichever way you decide to recognize someone should be based on what you know about the other person.
For instance, would they be more likely to appreciate a one-on-one discussion or to be acknowledged in a group setting? If you are not sure, ask them!
Being recognized in a large group of people could be mortifying for some people so you want to be sure that you are. considering their needs.
You want to also consider what you are recognizing them for and how to best describe it.
Use the following as a guide to ensure you cover:
· what they did,
· when they did it,
· why it was important and
· how it impacted an individual or the team or organization.
I hope this inspires you to recognize someone today!
Acknowledgement and celebration are essential to fueling passion, making people feel valid and valuable, and giving the team a real sense of progress that makes it all worthwhile. - Dwight Frindt
* Actionable Success Steps
Use these Actionable Success Steps to acknowledge someone deserving today.
(1) Who could you acknowledge today? Why?
(2) Based on what you know about that person, what would be the best way to recognize their efforts?
(3) If you’re interested in seeing how Coach Nick Saban did it, check out the clip here.
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