Posted on September 15, 2012 by Katherine Razzi

When you are working hard and putting forth your best effort everyday at work, what is it that you want to hear from your boss? Do you want to hear that you have done something wrong or have cost the company money? Of course not! We all long to be recognized for the effort we put into our work.

Managers and leaders are all different in how they choose to respond to employees’ work. Many of us have experienced the “silent” manager who does not say anything good, but doesn’t say anything bad about our work at all. While we may not be hearing negative feedback, some feedback would be helpful. The silent manager may think he or she is helping employees by not overly criticizing or overly praising employees, but really the manager is not helping employees improve.

Other managers only focus on negatives. Managers who only point out employees’ failures are severely impacting the moral of employees whether they know it or not. I have always appreciated my managers letting me know when I have made a mistake because that is how I am able to improve. But, it is frustrating and damaging to one’s self-efficacy when the mistakes are the only things being pointed out.

Successful managers are able to balance out recognition with employees. That is, giving negative feedback and also praising an employee when they have completed a task successfully. Our global panel revealed that 57% of employees feel they are getting the recognition they deserve on the job. This statistic tells us that there is a discrepancy in the amount of recognition that employees are receiving.

The workplace today is a very different place than it was years ago. With employees taking on more and more responsibilities and working with lean departments, longer hours and mounting work results. Now more than ever recognition for employees is extremely important.

Do you feel you are receiving adequate recognition for your work? What can your manager do better?

About Katherine Razzi

Katherine Razzi hails from the Midwest and holds a B.A. in Applied Behavioral Science from National-Louis University, Evanston Campus. Coursework in cultural diversity, management, organizational dynamics, morals and ethics, group interaction, and psychology.

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