The Importance of Success and Recognition in the Workplace

Written by: Artimes Ghahremani

When was the last time you recognized a ‘job well done?’

Managerial support in the form of recognition and feedback has many benefits to an organization as a whole. Feedback is an important tool to recognize and generate success in the workplace. In fact, a 2018 Statistics Canada review of job quality across the country identified managerial support and recognition as one of the key positive indicators of a high-quality job.

Often, from a human resources standpoint, our focus is on providing feedback from a reactive (ie; corrective, or performance-improvement) lens. However, from a proactive standpoint, recognition of employee success is a key tool to manage both satisfaction in the workplace and sustain high levels of employee performance. A 2022 study found that when subjects received high-quality feedback about their performance, in relation to their peers, their average performance was significantly higher than those in the control group who received low-quality or no feedback at all.

In the StatCan study, the extent of managerial support was measured by two variables: whether a worker received support from their manager, and whether a worker had a formal job performance assessment. A key element of a ‘high quality job’ was a well-established system that enabled lines of communication, recognition, and identifying areas of improvement.

What, then, is considered good or ‘high-quality’ feedback? Generally, employers should aim to meet the following guidelines:

1. Be specific when recognizing success – Rather than telling a worker they are ‘doing well’ or to ‘keep up the good work,’ employers should identify the specific aspect of their work product or performance that they find exemplary. For example, you might say: “Thanks for your hard work on that report. It was clear, concise, and easy for to understand the key points.”

2. Check in, and often – With busy schedules all around, it is easy to fall into the pattern of meeting with an employee only when there is an issue to be addressed. Instead, employers should aim to check in with workers routinely, touching base on what’s working well, and what’s not. Setting clear expectations is a key driver of positive performance and satisfaction in the workplace.

3. Determine the best way to provide positive feedback on a case-by-case basis – It can be motivating for an employee to have their accomplishments amplified to their peers and across the organization, and likewise, congratulating employees on a more public scale can have the consequential effect of setting expectations of excellent performance for others. It is always good to check in with an employee before doing so, to make sure they are comfortable with having their accomplishments shared, or whether they would prefer to receive their congratulations in private.

4. Train management on how to provide constructive and high-quality feedback – Not everyone is intuitively able to provide effective feedback. Management training can assist an employer to ensure that those tasked with performance management understand the importance of recognizing success and constructively addressing areas of concern.

While providing high-quality feedback often takes time and effort, it can be a worthwhile investment for any organization. Establishing a work environment where meaningful feedback is regularly provided and employee ‘wins’ are recognized and celebrated can directly impact on an employer’s ability to attract and retain successful and productive employees.

Artimes Ghahremani is a lawyer at Hicks Morley who works with employers in the municipal sector. This article provides general information and should not be relied on as legal advice or opinion.