{"id":784,"date":"2017-02-16T00:31:00","date_gmt":"2017-02-16T00:31:00","guid":{"rendered":"https:\/\/www.workstars.com\/recognition-and-engagement-blog\/?p=784"},"modified":"2026-01-02T18:07:47","modified_gmt":"2026-01-02T18:07:47","slug":"giving-recognition-whats","status":"publish","type":"post","link":"https:\/\/www.workstars.com\/recognition-and-engagement-blog\/2017\/02\/16\/giving-recognition-whats\/","title":{"rendered":"Giving Recognition: What’s in it for me?"},"content":{"rendered":"

Like many who are involved in the employee engagement industry, I am often suffering from EIO, engagement information overload. It is not unusual for breakfast to be preceded by a quick read of the days catchiest engagement blogs. I am a sucker for a headline like “Millennials want to be trusted more than their parents” better still “How to harness the activist in every employee”. Before you know it I am out on my feet, struck down, enough, enough.<\/p>\n

For some, the day’s engagement headlines are optional, for me they are not. My responsibility as Product Director at Workstars<\/a>, one of the leading global recognition app’s, means I cannot avoid it. Within the stream of information lerk the opportunities to innovate, and it would seem true that today\u2019s employees are looking for progress and change in the workplace.<\/p>\n

They are seeking a culture of openness, where employees have a voice, and the great thing is businesses are listening. But frequently the focus is completely on what employers<\/em> need to do to make this happen. It is very easy for employees to assert their desire for a new type of workplace. Simply complete a survey, or anonymously express feelings or emotions via a daily pulse, and you are done. But do employees realise that as their manager and employers begin to step backwards a little, and provide employees with space and opportunity to mould their own workplace. Employees have a responsibility to step forward and actively participate. That is part of the deal.<\/p>\n

There\u2019s nowhere that this is more apparent than in employee recognition.<\/a> Recognition used to be top down; it was something employees \u2018had done\u2019 to them. But it didn\u2019t work. Today\u2019s social and peer-to-peer approaches are delivering significant benefits, not least in helping businesses adapt their culture to be far more employee focussed. However, to achieve that requires employee participation, the emphasis has changed.<\/p>\n

The average social recognition programme<\/a> achieves 65% high adoption, meaning employees take to it like a duck to water, no training, communication or constant nagging. That makes social recognition, where employees give recognition to each other without manager or company intervention, extremely popular. However, it does leave 35% of employees who sit in the occasional or never camp. That is large part of the population who just don\u2019t get the same kick out of giving recognition, or just do not want to get involved?\u00a0This group often includes managers, not just employees, and strangely many see recognition as something they still expect to receive. A topic for another day.<\/p>\n

There are some compelling reasons for giving recognition, none of which are financial. These benefits have often been understated but are key to employees understanding that they have a responsibility to both influence and improve their workplace, and their own well-being\u00a0when given the opportunity. If you have employees asking \u201cGiving recognition, what\u2019s in it for me?”, here are some 7 answers you will love.<\/p>\n

1. \u201cGiving recognition can help with your own career advancement\u201d<\/strong><\/h3>\n

\u201c<\/em>Research<\/em><\/a> conducted by the University of Pennsylvania’s Wharton School\u2019s Professor Adam Grant has revealed if you\u2019re known for being supportive of others it can create a path to success for you. You\u2019ll become known as someone who values others. You\u2019ll be regarded as someone who notices and supports other people\u2019s efforts.<\/em><\/p>\n

An ability to interact with others is regarded as a significant driver of success. If you\u2019re a collaborator it places you in a good position to advance your own career.<\/em><\/p>\n

Coming across as a supportive individual, a participator and a team player will work to your advantage<\/em>.\u201d<\/p>\n

2. \u201cGiving recognition lets you\u00a0demonstrate\u00a0your future management and<\/strong>\u00a0leadership potential\u201d<\/strong><\/h3>\n

\u201cDo you see yourself as being a manager, or even a business leader, of the future? Managers have changed. The skills that you need to display include all the \u2018softer skills\u2019. So can you demonstrate them? What kind of character traits would others describe you as having?<\/em><\/p>\n

Professor Grant’s book \u2018<\/em>Give and Take: A Revolutionary Approach to Success<\/a>\u2019\u00a0explains if you\u2019re someone who goes to the effort of recognising others you\u2019ve immediate evidence to show that you\u2019re tuned into what others do. Make no mistake; altruism and an ability to give rather than constantly take are major management strengths<\/em>.\u201d<\/p>\n

3. \u201cGiving recognition gives you\u00a0more say\u00a0in what’s going on at the company\u201d<\/strong><\/h3>\n

\u201cHave you ever wanted more involvement in how the company is run? Have you ever wondered what is the best way to be heard?<\/em><\/p>\n

As the CIPD report \u2018<\/em>Harnessing the power of employee communication<\/a>\u2019 explains, employees need opportunities to communicate. Every employee benefits from being heard and being able to have their say. Recognition programmes provide you with a voice \u2013 particularly if you\u2019re the one doing the giving. It lets you have ongoing conversations that can be top down, peer to peer and upwards.\u201d<\/em><\/p>\n

4. \u201cGiving recognition can make your working relationships more rewarding and collaborative\u201d<\/strong><\/h3>\n

\u201c<\/strong>Deeper and more profound relationships with your colleagues makes your work environment far more rewarding. And one way to develop those relationships is by being giving in general. When we give to others, we don\u2019t only make them feel closer to us; we also feel closer to them.<\/em><\/p>\n

According to professor of psychology at the University of California <\/em>Sonja Lyubomirsky<\/em><\/a> and as discussed in her book \u2018<\/em>The how of happiness: A scientific approach to getting the life you want<\/a>\u2019,being a giver encourages you to perceive others in a more positive light. It\u2019s a powerful way to increase a sense of collaboration and cooperation and to feel more closely connected to one other<\/em>.\u201d<\/p>\n

5. \u201cGiving recognition increases your levels of<\/strong>\u00a0happiness\u201d<\/strong><\/h3>\n

\u201cThere have been several major psychological studies, such as this one conducted by Harvard Business School\u2019s <\/em>Norten at al (2009)<\/em><\/a>, and they\u2019ve concluded the same thing; the act of giving is linked to happiness and happiness is linked to the act of giving.<\/em><\/p>\n

The study discovered that people were happier giving others money than they were spending it on themselves \u2013 even when the people in the study didn\u2019t think that wouldn\u2019t be the case. So even if you\u2019re not convinced that giving recognition will make you happier, you could be surprised by how it makes you feel<\/em>.\u201d<\/p>\n

6. \u201cGiving recognition can benefit your<\/strong>\u00a0health and wellbeing\u201d<\/strong><\/h3>\n

\u201cGiving can help your health. This <\/em>article<\/em><\/a> from the University of California highlights research that includes the positive impact of <\/em>giving to others and the association with stress and mortality<\/em><\/a>.<\/strong><\/p>\n

There\u2019s increasing amounts of evidence that positive social interactions like giving are key to both mental and physical health. Why? Because giving activates regions of your brain associated with pleasure, social connection and trust. You release endorphins, which creates a sense of pleasure<\/em>.\u201d<\/p>\n

7. \u201cGiving recognition inspires a\u00a0culture of\u00a0generosity\u00a0which you’ll benefit from\u201d<\/h3>\n

\u201cResearch into <\/em>altruism and reciprocity<\/em><\/a> also conducted at the University of California shows that if you give to others your generosity could well be rewarded down the line.\u00a0By the person you gave to but also by others because seeing generous behaviour inspires others to do the same.<\/em><\/p>\n

Appreciating others can make you feel better about yourself, and these positive exchanges promote a sense of trust and cooperation that strengthens your ties to others and theirs to you. The human instinct for reciprocity can run very deep.\u201d<\/em><\/p>\n

Do you have more to add? I would like to hear from anyone who believes, like me, that the act of giving is undervalued in the workplace.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

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