# You're doing great, and you need to hear that :) Author: Kevin Aleman Published: 2021-09-15 Original: https://kevinaleman.com/you-re-doing-great-and-you-need-to-hear-that-12ba --- I'm not the kind of person that likes to be "thanked" for something. I like to do the things, and that's it. And later I realized it was not only me who felt this way. But, is receiving recognition something reserved for super special situations? ## Everyone needs to be "praised" for doing a great work Being praised releases dopamine, that's why you feel happy when someone recognizes your work and says that it's good. Everyone likes that feeling of "doing something amazing" by receiving a simple "thanks for helping me". But, it doesn't stop there. Your motivation is also increased. It's important to note that everyone has a different set of motivators, so what may work for someone probably won't have the same effect for others. But there are some common motivators in a workplace, like the compensation. Receiving a considerable wage and a good compensation plan on your company may motivate you to work better. Same as having a clean workstation, or having a good team composed of capable people. Recognition is also a [key motivator](https://www.thesuccessfactory.co.uk/blog/motivators-in-the-workplace-that-improve-employee-experience), that means, surprisingly, that [people feel good](https://www.trainingjournal.com/articles/feature/power-praise-and-recognition) when they're recognized :) However, as any other dopamine-releaser, the effect of recognition is transient, and, it may decrese the effect over time when it's done _too much_. So, recognition should be given timely. ![Syndrome's line](https://c.tenor.com/WkY7myRWVIkAAAAC/syndrome-incredibles.gif) ## Timely recognition So, how do we achieve a recognition scheme that's not sporadic but is not rare at the same time? Balance, as always, is the key. This is more an HR topic, probably at your company there's a lot of people trying to fix this same issue, because recognition is not as easy as it may look. Fairness plays a _really_ important role. What if another employee who does the same thing I do receives recognition every week, but I receive it every year? Then, recognition becomes a problem and a demotivator, so it's important to watch out how recognition will be conducted. But, let's return to the frequency. From this [BI Article](https://www.businessinsider.com/how-often-do-employees-need-recognition-2012-8), a weekly recognition scheme is good. Probably you don't need it to be too frequent. Think for example, on sprints. If your sprints are 2 weeks long, why not dedicating some time at the end to thank your colleagues for their work? The same article says that this type of recognition helps the employee to be engaged, and trying to get that recognition again, because people like that. Try to avoid recognizing your employees just with the normal performance review cycle, because that may be too late. Again, if your colleague did something _really_ good for you or the team, don't wait to say thanks. Recognition has a "shelf life", that means, it can expire if not used at the right moment! ![Apu getting expired item from the shelves](https://thumbs.gfycat.com/EnchantingSafeArizonaalligatorlizard-max-1mb.gif) So, key points for timely recognition: - Do it before it expires :) - Don't wait to normal performance review cycles to recognize people - Be fair ## How to create a recognition culture? - Make it easy Your team should feel that it's easy to give recognition. If people find a lot of requirements or an extremely formal process for doing so, they won't do it. - Be specific Saying "thanks" is good, but it's even better when you know _the reason_ for that. So saying "thanks for helping me with the last presentation" would be much more valuable than just saying thanks, because that means you're recognizing _a specific effort_, and not just saying a canned response. - Connect the dots :) Relate the recognition with your company's values. This makes easier for your team to know how they're contributing to the company's objectives and culture, and that creates a strong culture :) - Make it for everyone Avoid having only managers giving recognition. Foster p2p recognition, since that'll create bounds between your team. (Key points taken from [this article](https://www.greatgame.com/blog/creating-a-recognition-culture-best-practices) So, as conclusion, thanks for what you're doing to improve the community :) and thanks for sharing your knowledge with the rest of the people using this platform. ![Simpsons' Monstromart: we love you](http://i.imgur.com/dzkyANm.jpg) Now, go there and recognize people for what they're doing :)