"Especially when you’re at a high level in an organization, criticism can be devastating to an employee. I prefer to praise employees for what they’re doing right, and it tends to lead to them doing more of the same. Not always, but it’s the way I choose to bet."
– Sir Richard Branson, founder of Virgin Group

When I meet with clients, they often use “recognition” and “appreciation” interchangeably when sharing how they’re praising their team. But there’s a difference between these two leadership skills and it’s important to know how to use each to motivate your direct reports.

Here are 3 steps to consider:

1) Understand the key differences between appreciation and recognition.

Appreciation

• Is non-judgmental, focused on the person, and appreciates them for who they are.
• Builds respect and loyalty within an organization.
• Is about the long-term.

Appreciations sounds like this: “I appreciate your sense of humor that always lifts the team’s morale.”

Recognition  

• Is about accomplishment, valuable contributions, and excellent performance.
• Motivates and engages employees.
• Is usually about the short-term.

Recognition sounds like this: “I’d like to recognize you for your exceptional client service on the XYZ account last week.”

2) Learn which is most important to each employee.

I’ve observed a wide variety of preference regarding appreciation and recognition. Some employees value both from their managers. Some employees only want one or the other. Great leaders balance both, so it’s important to learn the preference of each of your reports and make a conscious effort to satisfy that preference.

3) Finally, learn when and where to share praise.

The best way to appreciate or recognize an employee depends on the preferences of the receiver, not the giver. Some like being singled out and recognized for a job well done in a team meeting. Others would find that mortifying, or perhaps even disingenuous, and would prefer to hear praise in their one-on-one.

A few years ago a colleague said to me that the more successful we become, the less often we’re appreciated or recognized. I wholeheartedly agree and make it a point to remember that as professionals, and people, we never outgrow the need for either. Recognition and appreciation have the potential to be powerful (and free!) motivational tools for team leaders. Staying mindful of authentic appreciation and recognition is key in sustaining your high-performing team that will take your organization to the next level.

Tips for Improvement

• Ease into the habit of giving appreciation and recognition by regularly praising someone you’re more comfortable with – or someone you’re less familiar with – whichever helps make the process rewarding for you.
• Build sharing recognition and appreciation into your plans and remind yourself to celebrate accomplishments before moving on. Placing praise on your to-do list can help prevent you from overlooking it.

Further Reading

The Power of Thanks: How Social Recognition Empowers Employees and Creates a Best Place to Work – Erik Mosley and Derek Irvine, co-authors