Expressing recognition is essentially a simple act motivated by good intentions. To be effective and acceptable to the recipient, recognition must follow certain quality criteria: sincerity, responsiveness, hierarchical proximity, variability, personalization, legitimacy, specificity, and consistency. These criteria help ensure that recognition will be appreciated, properly received, and justified in the eyes of the recipient. They also serve as guidelines for people wishing to express recognition to a coworker, superior, customer, supplier, etc.

Recognition should be genuine, straightforward, and honest.

Recognition should be expressed as soon as possible after work is accomplished, results are obtained, or a behavior is noted. Immediacy is a sign of special attention, followup, and keen interest-a symbol of existence and even importance within the company.

Recognition should be expressed by a superior at a level close to that of the person being recognized. However, certain exceptions must be considered: Recognition from a higher-up or a coworker may be a source of pride and fulfillment for some employees.

It is crucial to express employee recognition in a variety of ways. Recognition should be expressed through a range of methods that are constantly changed and adjusted based on varying employee personalities and needs. It is not necessary to use all forms of recognition, but a balance should be maintained among them in order to meet worker needs.

Recognition should be adapted to the characteristics and values specific to an individual or group of employees. Few recognition practices are universal, and there is no ready-made recipe. Still, some familiarity with an individual is always desirable in order to give recognition a personal touch. Recognition means more coming from someone we know.

Sources of recognition should be significant and credible for the recipient. Recognition will seem more legitimate if it comes from a person who knows the trade, as well as the challenges and requirements employees face.

Recognition should be specific, so that it makes sense to the recipient. It should clearly highlight the achievement, effort, personality trait, attitude, or other aspect being acknowledged.

Recognition practices should be in tune with company objectives and priorities. Similarly, what employees say should be in tune with their actions and the steps they take. Words and actions should convey the same message.

These criteria are basic guidelines for people wishing to recognize others. In addition to these quality criteria, it is important to consider certain expedients to employee recognition. Conversely, certain obstacles can interfere with the desire to recognize others. It is crucial to be aware of these aspects and able to overcome obstacles. The significant benefits of recognition both on individuals and the organization should not be overlooked.