Recently I was asked to submit a Bio for a prospective new client, along with a specific request to include examples of client testimonials.

Whilst collecting testimonials is not one of my strengths (insert awkward cough emoji), I reached out to a few clients to enquire about their willingness to provide me with something I could use in the Bio.

One of my main clients responded with a message that honestly makes me feel all warm and gooey whenever I read it.

In part it looked a little like this:

That warm and gooey feeling I mentioned earlier?

That my friends is what happens when we are acknowledged.

The official Webster definition of acknowledgement looks like this:

: the act of acknowledging something or someone

: recognition or favorable notice of an act or achievement

In the context of workplace culture, there are two kinds of acknowledgment that we all need.

The first is recognition of a job well done, whilst the second is the feeling that we are truly seen by our leaders and peers.

Gallup are global leaders in employee engagement, and they have accumulated over 50 years of research on the topic. 

Their ‘Q12’ survey measures what they have determined to be the 12 essential elements of employee engagement, and features these three beauties for survey participants to respond to:

In the last seven days, I have received recognition or praise for doing good work.

My supervisor, or someone at work, seems to care about me as a person.

At work, my opinions seem to count.

And what are these three examples of? You guessed it, they are all examples of how organisations can – read SHOULD – acknowledge their employees.

Still need some convincing?

Well then, here are some additional stats that might get you over the line when it comes to appreciating why you need to acknowledge your employees.

The engagement level of employees who receive recognition at work is almost three times higher than the engagement level of those who do not.

Employees who report they are not recognized at work are much more likely to leave (51 percent) compared to those who are recognized at work (25 percent).

The more communication channels used for recognition, the higher the employee engagement level.

 [ Stats courtesy of IBM Smarter Workforce Study]

Ok, I get it now – but how do we ‘do’ this acknowledgement thing?

It wouldn’t be a Workology Co blog, let alone the first installment in our new A – Z of workplace culture series, without me providing you with some hints as to HOW  to acknowledge your employees.

Here’s a little infographic I prepared in anticipation of exactly this. 

Or to put it another way, thanks to our good friends at HBR:

“At the end of the day, building a culture of appreciation comes down mostly to a lot of small commonsense practices: Not taking your people for granted. Remembering to say thank-you in a personal and sincere way. Making it clear that you’re interested in your employees’ growth and in them as individuals.”

Now over to you – what are you doing today to acknowledge your team members?

Oh and if you need help with the whole delivering feedback thing – you’ve come to the right place. 

Here’s a link to that our most popular blog EVER about, you guessed it, how to be a STAR when giving feedback:

But wait, there’s more! Including this link to the time I did a quick video full of tips for giving feedback.

If more tailored training or advice is what you need for your team, then reach out here and let’s chat.