Lack of recognition is one of the main causes of employee demotivation! It’s reason enough to give them more importance on a daily basis.
How do you show your gratitude, in what circumstances, to whom, and how do you do it effectively? We’ll answer all your questions. But before we do, let’s take a look at a word you may not know exactly what it means…
Recognition in figures
Recognition is a powerful tool for managers. It builds loyalty and engages employees on a daily basis, making them more motivated and productive.
In fact, according to the Baromètre Santé Mentale 2025, organizations that integrate recognition at work perform 1.7 times better. Not bad, eh?
What does recognition actually mean?
Recognition is the act of acknowledging, admitting and accepting someone or something as true or real.
Recognition therefore implies a legitimate feeling of gratitude and respect towards the employee for whom you are grateful. It implies a certain spontaneity on your part.
And by the way, we don’t learn how to be grateful…. You learn how to show it! Nuance makes all the difference. What is there to be grateful for as a manager?
There are several things you can do to help:
- Recognition of the person: or existential recognition. It is based on respect for the human being for what he or she is.
- Your collaborator’s technical expertise.
- His behavior at work.
- His commitment to his work.
- His (good) results, the fruit of his behavior and commitment.
The best bractices to motivate your employees through recognition
#1. Sincerely express your gratitude without expectations
Don’t calculate the moment when you thank your collaborator. He’s done something worth mentioning. Let him know. Be spontaneous and instantaneous! In short, don’t wait for individual or team meetings to show your appreciation.
Sometimes it’s not necessary to express your gratitude in complicated ways. A “thank you” or a simple gesture (saying hello every day, checking in regularly) can go a long way.
Show emotional intelligence. Depending on the temperament of your employees, they may prefer to be thanked individually or in front of the group. But avoid making the most introverted of your employees feel uncomfortable.
#2. Reward with fairness
There are other rewards besides the financial one. In fact, non-monetary recognition gives you more leeway and consistency.
It can vary depending on what you want to reward: strong involvement in a project, very good results, good management of an issue or crisis, success, etc…
They can be :
- Material. You can offer a gift, like a box of chocolates, a bouquet or a cool mug to go on her desk.
- Professional. You can give your collaborator more autonomy on certain projects, or give him or her new missions, and so on.
It’s up to you to decide how you can reward him, without underestimating or overestimating his work. The success of a day-to-day mission doesn’t necessarily require fanfare. On the other hand, a strong commitment, lasting loyalty and the success of a project that’s vital to your company deserve more than just a pat on the back.
It’s all about accuracy!
#3. Put your money where your mouth is = get your staff involved
Have you verbalized your recognition? To continue motivating your colleague, get him/her involved in new projects. This will show that your recognition is also a sign of trust.
You’ll be helping him develop his skills while strengthening his commitment.
You can also :
- Involve him more in strategic meetings, or even let him lead them.
- Involve them in steering meetings at an early stage, to show them that their opinion counts too.
#4. Take the time to listen carefully
Indeed, all the actions outlined in this article also depend on the employee, his or her expectations of recognition and personality. This means you need to know them well.
Don’t hesitate to have lunch alone with him to get to know him better and sound out his plans, feelings and desires. This can also help you rectify any misunderstandings. and to make up for mistakes (nobody’s perfect 😉 ). The most important thing is that your collaborator is aware of your gratitude, of your good faith and your determination to continue motivating him and keeping him in your ranks!
Acknowledging successes, skills and potential also creates a constructive dynamic. What’s more, when you’re recognized for your merits, criticism and acceptance of failure are easier to remedy.
What about you? How do you show your appreciation to your colleagues?
To find out more
Discover other ways of motivating your employees, particularly through internal mobility!
