Is Your Recognition as Impactful as it Could Be?

by Jul 1, 2022

Recently, I was reviewing survey data from a client we are working with who specifically asked an open-ended question around recognition. Employee’s responses were eye opening. I found that while some were seeking monetary recognition, like bonuses, raises, etc., many were simply asking for words of encouragement or a simple “thank you” for a job well done.

It got me thinking about the power of compliments at work – something so simple that can make a huge difference in employee engagement, job satisfaction and company culture. As if the stars aligned, I’ve been working on developing my own leadership skills, including a recent training exercise in giving compliments.

I learned there are two types of compliments, a half compliment and a full compliment.

A half compliment sounds something like, “good job,” or “excellent work.” And while it, of course, is positive to tell your employees these things it doesn’t intentionally reinforce the behavior.

A full compliment has two parts. First, it involves naming a specific behavior. It sounds like, “great job using a calm demeanor and tone with that difficult customer today!” The second part is including how it benefited you, the team or the organization as a whole. It would sound something like, “great job using a calm demeanor and tone with that difficult customer yesterday, you were a great example to the rest of the team and how they might navigate a similar situation moving forward.”

See the difference?

Providing a full compliment is also another way to reinforce your company’s core values. One of our core values at Civility Partners is “Learn a Lot”, meaning we are always looking for new ways to expand our knowledge and grow. So, a full compliment with core values attached might look like, “Rebecca, great job sharing what you learned around compliments on our blog. You’re really embracing our core value of Learn a Lot and it makes a huge impact on the organization as you’re able to apply your learning internally.”

By utilizing core values in your recognition, you are actually bringing them to life in your organization. So rather than being words on a website or wall, they are actually being valued and used by employees internally, which is a driving force for building a positive culture.

It’s human nature to seek recognition for a job well done and studies show that recognition is key to job satisfaction and in turn company culture. In fact, a recent study by the Cicero Group found that, “50% of the employees believe being thanked by managers not only improved their relationship, but also built trust with their higher ups.”

So I challenge you to practice giving full compliments to your staff, peers, and even your boss. Then, reflect on how they respond to it and watch the magic grow.

I’m sure you’ll notice a difference in their job satisfaction and overall engagement!

Sincerely,

Rebecca Del Secco & The Civility Partners Team

P.S. This post is inspired by Leadership Labs, hosted by Consilio!

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

Navigating the Era of “Quiet DEI”

Companies across industries are changing how they talk about Diversity, Equity, and Inclusion (DEI). Not too long ago, DEI was splashed across annual reports, websites, and conference stages. Now? The phrase itself has become a political lightning rod, and many...

3 Cultural Faux Pas You Might Not Realize You’re Making

Cultural missteps happen to everyone, even the most seasoned leaders and global brands.  Recently, American Eagle launched a campaign featuring actress Sydney Sweeney with the tagline “Sydney Sweeney Has Great Genes.” The pun on “jeans” was meant to be playful, but it...

HR, Are You Part of the Incivility Problem?

You already know what it feels like to be on the receiving end of workplace “drama.” Complaints about rudeness, tension between team members, and employees quietly disengaging are all part of the daily grind. You know it’s expensive. You know it’s draining for you to...

4 Strategies to Infiltrate Civility Into Your Global Organization

At its core, civility is the foundation of a thriving culture. It shapes how people communicate, lead, resolve tension, and show up, especially when challenges arise. Civility doesn’t look the same everywhere, however. What feels respectful in one culture might come...

Is It Okay To Bully AI?

According to a Pew Research Center study, 79% of Americans interact with artificial intelligence (AI) almost constantly or several times a day. Gartner predicts that by 2026, 80% of enterprises will be using generative AI in some form. That means we’re not just...

What Exactly is Civility vs. Incivility?

August is National Civility Month! Civility has recently climbed to the top of search trends, and with SHRM’s #CivilityAtWork initiative, the conversation is gaining real traction. But here’s the question: do you truly understand what civility means in the workplace?...

Is your workforce survey measuring the right things?

Many HR leaders rely on employee surveys to gauge the health of the workplace culture, but not all surveys are created equal. Whether you're using an engagement survey, a Great Place to Work® survey, or another tool, the question is: Are you gathering the right data?...

Conscious Unbossing: Why Gen Z Is Saying “No Thanks” to Leadership Roles

According to DDI’s Global Leadership Forecast 2025, 80% of HR professionals lack confidence in their leadership pipelines. CEOs are just as concerned, ranking “developing the next generation of leaders” among their top four worries. Gen Z is shaking things up. They’re...

The Workplace Culture Model Every Leader Needs to Know

We all want a workplace where people feel seen, heard, and valued. But building that kind of culture takes more than good intentions and inspirational posters. It demands a clear-eyed look at how people behave, how leaders lead, and how the organization itself either...

From Desperation to Determination: Reflecting on 16 Years of Growth

I just got an email from a spammer offering SEO help for my very old website — www.NoWorkplaceBullies.com. I hadn’t thought about that site in ages, so I typed in the link... and there it was. The original website I built the day I started my business — though it...