How many of us have received kudos at work that stopped at “thank you” and a high five? How many of us have given recognition in this form? (My hand goes up.)
Growing up, my mom was a champion for handwritten thank you notes – a very valuable lesson and one that I have brought into the workplace. Yet, what elements constitute effective recognition somewhere between “thanks, bye” and an above and beyond note?
A few years ago, I was introduced to a model of recognition that replaces the former and holds true in the latter. The 4S Model is versatile and sets the stage for truly meaningful employee recognition.
So, Shall I Share the Secret? (Catch that?)
Three of these four S’s are fairly self-explanatory. Recognition should be:
Succinct: Brief and timely
Specific: Concrete…best when up to 3 observations or examples are cited
Sincere: Personalized, heartfelt and authentic
The S that makes this model a personal favorite is Strengths-based. This S is distinctive and makes the model more effective than many recognition formats because it provides an opportunity to coach and encourage the use of the person’s skills in extension applications.
Calling out the strengths of the person that made the recognition-worthy behavior or deliverable possible highlights the person rather than merely the tangible outcome. We should leave the person feeling that we value him/her more than the outcome – not just the outcome itself or that we only value the person because of the outcome.
This S can be extended by explaining the positive impacts of the skills behind the outcome. Often, individuals can overlook or not understand which strengths to lean on. By understanding which skills make them shine and can pave their futures, employees can be seamlessly encouraged to apply their strengths to new applications. Transferring strengths is a win-win for the person and organization. Turn recognition into strengths-based coaching!
A Word of Caution
Whenever delivering recognition, be mindful of the environment. Are you delivering the 4S’s 1:1, in front of a small group, large group, verbally, over email or in writing? Some individuals, if not most, have a preferred environment. Know your audience! The risk of selecting the incorrect environment could make the receiver uncomfortable. If individuals become embarrassed, then they may never repeat the action or behavior for which you are recognizing them. Recognition, then, has the opposite intended effect; instead of building someone up, we risk tearing the person down.
This fear should not prevent us from recognizing others. Everyone needs and deserves recognition! Instead, we need to remain thoughtful about the person, content, context and environment in which we offer recognition.
To the Point
Who will you recognize this week? Draft your 4S components, create a mental script, and then, go make their day! Use this guide to help you.
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