Recognition is a basic human need. Many people experience this need most strongly at work. Regardless of status and job type, everyone-employees and managers-feels a need to be recognized by superiors, coworkers, customers, etc. Everyone wants to be fully appreciated and acknowledged as individuals and workers able to show commitment and dedication, skillfully complete tasks, and produce concrete results for the organization.

To meet this need, we must understand that employee recognition should be part of a relational perspective governed by mutual respect and reciprocity. It is expressed every day through a host of simple gestures such as "warm greetings" and "sincere thanks," as well as symbolically. The sincerity of words and acts is what gives recognition its dignity and worth. Eight criteria are used to measure employee recognition quality. Recognition that follows these criteria is meaningful to both giver and receiver.

By and large, recognition does not follow a specific set of rules. Rather, it should arise from the values and priorities of organization members. Employee recognition should be a part of employee work habits, daily management practices, and the overall company philosophy. It should be central to work relations and employee interactions. Under these conditions, recognition will meet the needs of people in a variety of companies.

To find out more, go to the following sections: Expedients to recognition and Obstacles to recognition.