Recognition is one of the most powerful tools a manager has, but not everyone wants their good work to be called out in the same way. Acknowledging someone’s work is meant to make them feel special — and it’s hard to feel special if a corporate procedure treats everyone the same way. One person might appreciate public praise in front of their colleagues, whereas another might prize a professional or technical award. A person who prioritizes customer feedback might treasure a letter from a customer — or a photo of the employee and customer together, framed for their office wall. Tailor your approach to each employee’s preferences. And if you aren’t sure what those are, ask.
Adapted from the HBR Guide to Performance Management
