showing care and concern for our fellow employees an act of recognition or
something completely different?
my point of view, I have defined recognition as mostly an
intangible expression of acknowledgement and valuing of an individual or team,
for their positive behaviours, their personal effort, or contributions they
this definition, recognition occurs because:
(1) Some positive action or specific
positive behaviors have occurred by an employee on the job.
(2) You feel their actions merit
you acknowledging and valuing them for who they are or what they do.
(3) And, unlike rewards, you are not
expecting the employee to do something in return just because you’ve recognized
now, in response to a recent question asked of me, do you give recognition to
people because they’ve experienced a positive life event or perhaps they’ve had
some serious challenges?
We should all know what employee recognition is but what exactly is positive psychological functioning? How can recognition help promote a psychologically healthy workplace?
Positive psychological functioning is all about having available the right resources and supports needed for employees to function properly in the workplace. You can also call this psychological health and safety.
The American Psychological Association suggests the main characteristics of organizations that promote employee health and well-being are: employee involvement, work-life balance, employee growth and development, health and safety, and employee recognition.
The European Institute of “Great Place to Work” has analyzed the characteristics of best workplaces and found them to be places that care about relationships based on: pride (you feel proud of the company you work for and of your job within it), camaraderie (enjoying the people you work with), and trust (which includes: fairness, credibility, and respect).
So, how does recognition impact this whole construct of positive psychological functioning? (more…)
The academic research is clear that employee recognition is one of several keys elements in creating healthy positive organizations.
It was gratifying several years ago to meet Dr. Jean-Pierre Brun, from the University of Laval, and learn from his research how the lack of recognition is a key factor for psychological distress at work.
When employees are treated in a positive manner they have greater positive, psychological functioning which leads to greater wellbeing and health.
But is there a difference between recognition received from supervisors and managers versus from an employee’s peers? (more…)