Gallup data shows at least 50% of team leaders strongly believe they’re providing consistent feedback and recognition, but as few as 20% of employees see it the same way. Here’s one way to close that gap.

HOW you deliver recognition is what makes it meaningful (or not). Being specific matters most. Instead of only saying, “Good job” say: “When you completed this report with special attention to analytics it made an impact on our entire team presentation to stakeholders.” Then say specifically WHY that was important: “I want you to know that I appreciate you having your eye on delivering exactly what our audience needed for us to get to the next step.” Bonus points if you follow that up with: “Tell me about the strengths you used to get this amazing result.” 

When you specifically highlight someone’s strengths and unique contribution, it’s the external validation your people need to feel seen and valued.