“The way to develop the best that is in a person is by appreciation and encouragement.” — Charles Schwab
Let’s face it—one-size-fits-all encouragement is like giving everyone the same pair of shoes and expecting them to run a marathon. Sure, some might get by, but most will end up with blisters and a bad attitude.
The truth is, your team is made up of individuals, each with their own quirks, strengths, and motivators. And if you want to unlock their full potential, you’ve got to recognize and celebrate those differences. Encouragement and appreciation are felt and heard uniquely.
Knowing how to affirm and encourage each person on your team directly affects everything in the organization.
The Power of Personalization
Imagine walking into a room where everyone’s talking about football. But you don’t understand football and could not care less about it. They see you enter and your boss offers some affirmation, but the sports-ball analogy is lost on your non-football heart. You thank him, but you don’t feel affirmed. If anything, you feel a bit unseen and unheard.
Now, imagine walking into that same room where the topic of conversation speaks directly to you, taps into your interests, and your boss acknowledges your contributions using this topic. That’s the difference personalized encouragement can make.
When you take the time to understand what makes each team member tick, you’re not just handing out generic praise or the type of affirmation that speaks to you. You’re speaking to the heart of what drives them. And when people feel truly seen and valued, their engagement and productivity skyrocket. Suddenly, they’re not just working for a paycheck; they’re working with purpose and passion.
The Science Behind It
Research shows that personalized recognition increases job satisfaction, reduces turnover, and fosters a stronger sense of belonging. Why? Because it taps into our fundamental human need to be recognized for who we are, not just what we do.
But here’s the kicker—getting it right takes effort. It’s not about throwing compliments around like confetti. “Spray and pray” affirmation rarely sticks.
How to Do It Well
1. Start With a Conversation
To effectively encourage and recognize each team member, start by conducting personalized surveys or questionnaires. These tools can help you understand how each employee prefers to be recognized, whether publicly, privately, with gifts, or through words of affirmation. Additionally, take the time to identify what motivates them—whether it’s career advancement, learning opportunities, or work-life balance.
2. Engage in Regular One-on-One Meetings
Regularly scheduled meetings help foster open dialogue. Use these sessions to discuss their aspirations, challenges, and feedback, making sure to actively listen. This will provide valuable insights into their interests, concerns, and what truly drives them.
3. Watch and Learn
Observe your team’s work habits and interactions. Pay attention to how they function within a group—whether they naturally take on leadership roles, offer support, or bring innovation to the table. Identify the tasks they gravitate towards or excel in, which can highlight their strengths and interests.
Additionally, monitor how employees respond to previous recognition efforts. Observe their reactions and levels of engagement after being recognized, and be ready to adjust your approach if a particular method doesn’t resonate with them.
4. Use the Right Tools
Utilize personality and strengths assessments, such as the Myers-Briggs Type Indicator (MBTI), DISC, or Gallup’s StrengthsFinder. These tools can help you understand each employee’s working style, communication preferences, and inherent strengths, allowing you to tailor your approach accordingly.
5. Use Your EQ
Recognition isn’t just about what you say; it’s about how you say it. Be mindful of personal differences that might influence how your team members perceive encouragement. A public shout-out might be thrilling for one person and mortifying for another. Know your audience.
6. Ask for Feedback
Solicit peer feedback to gain a well-rounded understanding of each employee’s impact and contributions. Implement 360-degree feedback processes and peer recognition programs, which can reveal strengths that might otherwise go unnoticed.
7. Flexible Recognition Programs
Implement a recognition system that offers various ways to acknowledge achievements, catering to different preferences. A bonus or pay increase is nice, but money doesn’t always lead to people feeling seen and heard. Things like personalized rewards, public or private acknowledgment, career development opportunities, flexible time or schedules, wellness and lifestyle rewards, and charitable contributions can serve to encourage and affirm.
The Bottom Line
As a leader, your job isn’t just to manage tasks; it’s to inspire people. And the best way to do that is by making each person on your team feel like they matter—because they do. Personalized encouragement isn’t just a nice-to-have; it’s a game-changer. So take the time to understand your team’s unique needs and preferences, and watch how quickly the atmosphere shifts from “just getting by” to thriving.
Remember, when you recognize your team for who they truly are, you’re not just handing out praise—you’re building a culture of respect, trust, and extraordinary performance. So, try to learn something about one staff member today to help you better understand how they prefer to be affirmed.
Call to Action:
Take the time today to understand what truly drives at least one member of your team. It could be the key to unlocking their full potential.
Quotes for Inspiration:
- “Encouragement is the oxygen of the soul.” — George M. Adams
- “People work for money but go the extra mile for recognition, praise, and rewards.” — Dale Carnegie
Resources for Further Learning:
- Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink
- The Five Languages of Appreciation in the Workplace by Gary Chapman and Paul White
One More Thing…
If you found this helpful, please pass it along to anyone in your circle of influence who would benefit. Most leaders are overwhelmed with daily tasks, leaving little time for innovation, creativity, and strategic growth. Check out gavinadams.com for more information.
I offer systemic coaching and organizational consulting for leaders like you.
If you are a church leader, visit the Church Accelerator Community: Coaching, community, and content to help you work on your church, not just in your church.
Leading WITH You,
