Oftentimes, supervisors hesitate to acknowledge their employees because they see acknowledgment as a form of agreement. Thus, their style of communication tends to be generic and disengaging. As a communicator, once you alienate your audience, you lose the golden opportunity to utilize them to their full potential. Therefore, the employees will offer you their mediocre performance. Thus, your returns will be average. For example, workers will deter their social circle and network from seeking your services or buying your products.
Acknowledgment is the first step in achieving engagement
As a manager, you are telling your employees that you hear them; you acknowledge that they have skills and expertise. When the number of employees who receive recognition for their work is doubled weekly, then companies will experience a “24 percent improvement in quality, a 27 percent reduction in absenteeism and a 10 percent reduction in shrinkage.” These improvements are all a direct consequence of the boost in employee makes your employees and co-workers feel heard; it makes them feel valued as assets, not just implementers of the orders you gave. Thus, recognition means that your employees’ contribution matters.
Recognition vs. Being Nice
Acknowledgment is different from being nice to your employees. You can remember their birthdays, or attend their weddings and funerals, at the same time, you can be dismissive in your written communication. As a manager, you can acknowledge their latest sale, even if the commission was limited. As a leader, recognize the employee stayed late to finish the report so that you can help your employees identify their strengths and build on them to profit your company and promote a culture of recognition.