Employee recognition is a crucial aspect of employee engagement and motivation. As a leader, it is essential to acknowledge and appreciate your direct reports for their hard work and good performance. However, recognizing your employees too often or too little can have adverse effects on their motivation and productivity. So, how often should a leader recognize their direct reports for good performance? Let's find out.
The Research Findings
According to a study conducted by Gallup, employees who receive recognition and praise for their work are more engaged and productive. The study suggests that employees who receive recognition at least once a week have a higher level of engagement than those who receive recognition less frequently. This finding highlights the importance of consistent employee recognition.
Moreover, a survey conducted by Achievers Workforce Institute found that 75% of employees who were recognized at least once a month reported being satisfied with their jobs. The survey also revealed that employees who were recognized more frequently were more likely to stay with their current employer.
The Best Practice
Based on the research findings, it is recommended that a leader should recognize their direct reports for good performance at least once a week. However, the frequency of recognition may vary based on the nature of the work and the employee's preference. Some employees may prefer public recognition, while others may prefer private recognition. Leaders should tailor their recognition approach based on their employees' preferences.
Employee recognition is a critical aspect of employee engagement and motivation. Leaders should recognize their direct reports for good performance frequently enough to help keep them engaged and motivated. Recognizing employees at least once a week achieves this and is considered best practice. However, what’s right for your workforce and direct reports may be different, so it’s important to keep a pulse on how employees like to receive feedback and how often.