Do you know that most people want to be respected and valued for their contribution?

Employee performance improvement is a vital part of performance management. Praising employee is a timely, informal or formal acknowledgement of a specific employee or team for supporting the organization’s goals and values which has clearly been beyond normal expectations.


Sincere and honest praise lets employees know that you appreciate their efforts. This simple act takes little time but will provide many benefits. You can recognize and reinforce desired performance behaviors by offering few positive encouraging words, a pat on the back or appreciation gifts. An employee who feels that his or her best efforts are valued by the company is more likely to continue to deliver at his or her level best.

It is important that your employees know they are viewed as valuable members of the organization. With praise, you can create and reinforce a positive self-image in your employees. This is most desirable in confusing or unclear situations where the employee is trying to do the right thing but is uncertain of the actual performance level.

Employees under stress also need a few words of praise to let them know they have done the right thing in a difficult situation. When an employee has been assigned necessary but unchallenging tasks, they, too, must be praised for their contributions.

Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.

People want to be respected and valued for their contribution. Everyone feels the need to be recognized as an individual or member of a group and to feel a sense of achievement for work well done or even for a valiant effort. Everyone wants a ‘pat on the back’ to make them feel good.

Employee recognition isn’t rocket science – it is an obvious thing to do if you desire to increase productivity. Despite the unquestioned benefits arising from employee recognition, one of the mysteries of the workplace is that recognition invariably is done badly, if done at all. Managers need reinforcing and coaching. Employee recognition remains an undervalued management technique.

Day-to-day recognition brings the benefit of immediate and powerful reinforcement of desired behavior and sets an example to other employees of desired behavior that aligns with organizational objectives. It gives individuals and teams at all levels the opportunity to recognize good work by other employees and teams, and it also gives the opportunity for them to be recognized on the spot for their own good work.

Even if you aren’t a manager, you can be alert for opportunities to recognize others and take the initiative to do something. You can nudge your manager to do more of it and to encourage it in other departments.

The best formula for recognizing an individual for their efforts is:

  • Thank the person or persons by name.
  • Specifically state what they did that is being recognized. It is vital to be specific because it identifies and reinforces the desired behavior.
  • Explain how the behavior made you feel (assuming you felt some pride or respect for their accomplishment!).
  • Point out the value added to the team or organization by the behavior.
  • Thank the person again by name for their contribution.