The Power of Acknowledgment in Corporate Teams
Hey leaders, what if I told you that one of the perks of your job is that you get to make people feel great. No matter your industry, your title, or the number of people you manage, every leader, manager and CEO has the opportunity, and the privilege, to uplift their team.
People aren’t motivated solely by a paycheck. Studies have shown that employees would put more effort into their job if they felt appreciated, yet the vast majority do not. Acknowledging people costs absolutely nothing. It takes very little time, under a minute in fact. It also builds teams, boosts morale, fosters a culture of motivation, and makes work a happier place. For everyone.
There are three types of acknowledgement, which as executive coaches at Human Better EDU, we teach when building championship teams and supporting leaders.
Acknowledgment for Actions (something they did)
Acknowledgment can be as simple as recognizing someone for a small, considerate or productive action, such as grabbing a colleague’s forgotten water bottle or helping set up a meeting room. While these actions may seem minor, acknowledging them shows that you notice and appreciate the effort. This form of acknowledgment builds a foundation of appreciation and respect. It reinforces the idea that every action, no matter how small, contributes to the team’s success and is valued.
Acknowledgment for Results (something they accomplished)
Taking acknowledgment a step further involves recognizing the results produced by team members. This could be something like noting how someone finished a project before the deadline, met sales targets, or reduced expenses thus saving the company money. This level of acknowledgment not only celebrates the outcome but also highlights the individual’s role in achieving it. It motivates others to strive for excellence and reinforces a results-oriented mindset within the team.
Acknowledgment for Personal Qualities (who they are being)
The highest form of acknowledgment transcends actions and results, focusing on the core qualities that make someone unique. This could involve appreciating a colleague’s kindness, positivity, or unwavering focus. For instance, acknowledging that someone’s kindness makes the workplace a happier environment, or that their focus inspires others to perform better, taps into their intrinsic value as a human being. This form of acknowledgment has the most profound impact, as it validates the person’s inherent worth and fosters a deep sense of belonging and pride.
Implementing these three levels of acknowledgment within an organization or team creates a ripple effect. When team members feel seen and valued for their actions, achievements, and personal qualities, they are more likely to engage positively with their work and colleagues. This leads to higher job satisfaction, improved collaboration, and a more cohesive team dynamic. Moreover, acknowledging others doesn’t just make the recipients feel good, it makes you feel good too. Who doesn’t want to end a day on a high note?
