Situational Recognition means you have to diagnose each individual and each desired outcome.   

Providing the same recognition for everyone will guarantee an ineffective recognition process.

Let me ask you a question; if you have a new team member who just joined the organization and performed a key process effectively, would you recognize them to reinforce their progress?

Of course you would.

Let me ask you another question; if you have a two year veteran on the same team, who performs the same process, equally as well, would you recognize them the same?

I hope you wouldn’t.

The key is, after two years we should be recognizing much more significant outcomes and processes than that of a brand new enthusiastic team member.

When you focus on providing situational recognition, you are focusing on the individual’s ability, competence, willingness and commitment to create positive results. 

Additionally, situational recognition means getting to know the person beyond the job they do.

Our CSI International research validates the number one thing employees want globally is to feel supported by their direct supervisor and involved in business decisions.

When it comes to providing recognition, you have to know individual personality types and preferences, as one size does not fit all.

If you give personal praise to Sally in front of the department or company and Sally hates to get up in front of crowds, is that really recognition?

Remember, situational recognition:

•  requires diagnoses.

• requires specific and timely feedback.

• should be focused on the individual likes, wants and motivations.

• operates on the premise of what motivates people, is what motivates people.

Rewarding, recognizing and reinforcing the acquisition of skills, the increase in competency levels and enhanced employee commitment is  without a doubt one of the best practices any organization can employ to create intense levels of employee engagement.