The power of recognition to motivate people to fully commit to the pursuit of excellence cannot be overstated. Good leaders call out quality work and effort and make a fuss over what people have achieved. They understand that, when warranted, recognition is free and worth a small fortune to the people who receive it.
Recognizing people in group settings is often thought to magnify the appreciation they feel. Unfortunately for leaders, many team members crave such public recognition, while others loathe it and will do anything to avoid it.
Given the universal desire to be recognized for achievement, the idea that some team members abhor public acknowledgment, while others yearn for it creates a slippery slope for leaders. Understanding why as many as half of all team members detest public recognition offers some insight into how to navigate this testy challenge.
At the top of the list for why some team members dislike the idea of recognition in front of the group is a concern that their peers will think they don’t deserve the recognition. Instead of holding them up to those they hope will celebrate them, they suspect that some in the crowd will believe the recognition falsely portrays them as doing something special that wasn’t, or implies they are receiving the credit for what the team or others have made possible. In their minds, public recognition holds them up to ridicule, not esteem.
While it is true that some team members are introverted or prefer a low profile and feel uncomfortable in the spotlight, it is the fear of judgment that most undermines the desire for public recognition on the part of some team members. Trying to figure out who desires public recognition and who doesn’t isn’t nearly as effective as overcoming this roadblock before the recognition is offered.
The key is for leaders to allow the team to decide who deserves group praise and appreciation. When the team unanimously nominates a peer for public recognition, the fear of negative judgment disappears. Leaders who make sure they only publicly recognize those people who either prefer it or who are widely seen as worthy of such group praise will make the best choice when the time comes. They try not to make the call for a public shoutout on their own.
The best leaders don’t avoid offering public recognition when it is warranted just because some team members dislike it. Instead, they insist on confirming that everyone on the team believes a single peer deserves such an accolade. Better yet, they occasionally let the peers offer the recognition. It always takes excellence to recognize excellence.
A Daily Dispatch from the Front Lines of Leadership.
