How to Ask for Recognition
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Every employee wants to be recognized for his or her performance, but many don’t know how to go about securing that acknowledgement or they’re uncomfortable tooting their horns. They’ll either wait for the boss to offer some form of praise or they’ll suffer in silence when it’s not forthcoming. Many employers are content with this cycle since they fear offering kudos goes hand in hand with opening the coffers.

Yet for many workers, frequent recognition is even more motivating than an annual raise. So instead of allowing recognition to be passive, employers should encourage staffers to tout their skills and accomplishments. A proud workplace is often a more successful one.

Women tend to downplay their successes more so than men for fear of appearing conceited. And while it’s true that bragging excessively is obnoxious and frowned upon – regardless of gender – that doesn’t mean you should stop short of taking credit for your work — and seeking credit, too, at every stage of your career. That doesn’t make you a braggart; it positions you as a proud, accomplished professional.

Take this example: A staffer successfully executes a shareholder meeting, and the CEO seeks her out to offer his compliments. He says, “Excellent job. The event came off without a hitch.” She should never bashfully say, “Oh, it was nothing,” simply because she is too shy and intimidated to accept the credit and praise.

Instead, she must accept the praise with pride. “I appreciate your recognition of my efforts. A lot of work went into planning this event. I’m delighted that all the preparation paid off for everyone.” This is precious recognition that she has received from the CEO, and it can lead to raises and promotions if she seizes it and uses it wisely.

While nobody should expect a pat on the back for every little thing they do well, sometimes it’s advisable to ask for recognition even when it’s not offered. Always be direct about what you want in the way of recognition.

For example, when you achieve a major task at work, go to your boss right after the project has been successfully completed and say, “I’m very proud of my contribution to the shareholder meeting last week. I was thrilled to play an important role in such a successful event. It would mean a lot to me if you included my contribution in your weekly report to senior management.” Your boss should be willing to do this on your behalf. When it’s done, be certain to express your appreciation. You are documenting your contribution and making it known to key decision makers.

Recognition should not be reserved for annual reviews. Rather, department heads should encourage a monthly celebration of successes. Either at an informal gathering or via email or intranet require each staffer to submit his or her greatest accomplishment of the month. This might range from closing a sale to resolving a customer complaint. It may also include assisting a co-worker in a time of need or creating a new filing system. No accomplishment is too big or too small and staffers will appreciate the opportunity to receive recognition from colleagues and managers alike. It also sets a strong example of results-oriented thinking for the entire workplace.

In the absence of such formal company-sponsored programs, individuals who want to advance their careers should get in the habit of seeking recognition for major accomplishments – or a series of smaller successes – at least three to four times a year. If major accomplishments warrant it, more frequent requests can be made.

When the culture honors achievement through routine recognition, everyone wins. Employees at all levels feel great about facing their jobs each day and businesses benefit from a satisfied, productive workforce.