{"id":16490,"date":"2023-10-05T22:23:13","date_gmt":"2023-10-05T22:23:13","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/the-power-of-sticky-recognition-at-work\/"},"modified":"2023-10-05T22:23:14","modified_gmt":"2023-10-05T22:23:14","slug":"the-power-of-sticky-recognition-at-work","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=16490","title":{"rendered":"The Power Of Sticky Recognition At Work"},"content":{"rendered":"
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Do you feel appreciated at work? When was the last time you were thanked for a job well done (or for anything)? Are you aware of the impact you\u2019re making? If you\u2019re like many employees today, the answer is a resounding no\/not nearly enough! Leaders and companies weren\u2019t necessarily great at providing recognition before the pandemic, but the problem has worsened since. New work models make it hard for employees to keenly understand the impact they have, and leaders continue to struggle to spot behaviors worth recognizing (either due to remote work making it more difficult, general busyness, or both) and often don\u2019t do enough to amplify when they do see them.<\/p>\n

Being slow to recognize has consequences. Respondents to a recent Deloitte workplace well-being survey<\/u> cited lack of recognition as one of the three most detrimental leadership behaviors to their well-being. In a brand new survey I conducted with American Law Media, 44% of the nearly 900 lawyers and legal professionals who responded said lack of recognition was a source of stress, citing the frequency of being recognized by their colleagues for their work contributions as either once a month, a few times a year or less, or never.<\/p>\n

Lack of recognition is one of the core six drivers of burnout<\/u> at work, along with unmanageable workload, lack of community, lack of autonomy, values disconnect, and unfairness. I have worked with thousands of leaders and teams since the beginning of the pandemic to address burnout concerns, and while unmanageable workload was the biggest source of stress for the teams and leaders with whom I spoke, lack of recognition was a close second.<\/p>\n

In our lengthy workshop discussions, most leaders admitted that recognition wasn\u2019t something that they did well, and even if their teams or organizations did have some type of recognition or appreciation program, it was just that. A codified day to say \u201cthanks\u201d or a recognition check in based on years of service. Helpful, but nothing personal or specific creating what I call \u201csticky recognition.\u201d Sticky recognition is a specific way to show a person the evidence of their impact, and when that happens, important business and well-being outcomes follow.<\/p>\n

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When people clearly know the impact they have, it unlocks<\/u> belonging, motivation, and trust and even acts as a stress buffer. Employees who strongly agree that recognition<\/u> is an important part of an organization\u2019s culture are 3.7 times as likely to be engaged and almost half as likely to experience burnout as those who do not.<\/p>\n

In addition, sticky recognition activates mattering<\/u>, which powerfully counters feelings of low professional efficacy (confidence) and can reduce the cynicism dimension of burnout. To matter, people must feel valued (heard, appreciated, and cared for) and they must feel like they add value. It\u2019s a two-part definition: feeling valued and adding value. Lack of mattering is associated with burnout, self-criticism, anxiety, depression, and risk of suicide.<\/p>\n

Further, researchers have found that people who express appreciation<\/u> are seen as warmer, more competent and caring about others, and the people being thanked actually do extra work for them. To further prove this point, I have been collecting stories of sticky recognition from friends and strangers alike, and this one stuck out. A former practicing lawyer reported how many years ago she completed a mundane work task for a partner. When the partner called her after she turned in the assignment, she hesitated to take the call, not wanting to do more mundane work. When she answered, she discovered that the partner just wanted to thank her for a job well done, and he explained why the summaries she created were so beneficial. She said, \u201cThe whole conversation lasted maybe 120 seconds, but I still remember it almost 14 years later. And going forward, I said yes to any assignment he called with.\u201d The deeper reason why sticky recognition makes this so is because you feel valued and that fortifies relationships.<\/p>\n

If creating a culture of sticky recognition is easy (you can literally do it right now), doesn\u2019t take much time (a couple of minutes or less in most cases), and is free, why don\u2019t we do it? This is low hanging work engagement fruit. Here are some reasons leaders have given to me:<\/p>\n