Normally people don’t distinguish between Recognition and Appreciation.
Recognition is about what you have done – done some good job, achieved some good result, and so on.; Appreciation is about who you are, what you are, your attitude and behavior etc.
Recognition is for DOING; Appreciation is for BEING.
Recognition comes from Head and reaches Head; Appreciation comes from Heart and touches Heart.
Appreciation is more powerful than just recognition in creating motivation in people, in employee engagement & satisfaction, in belongingness & retention and in improving their contribution. And it’s free.
Recognition is typically more formal and one may look for some significant accomplishment. Appreciation can be informal and can be at day to day working level.
Appreciating good behavior and attitude in public can help to build a positive culture and mindset in the organization.
When people are putting a lot of effort, but it’s not yielding desired results due to many external factors, Recognition may become sparse (as there are less opportunities to recognize); Whereas Appreciation does not have to wait for some accomplishment.
Sometimes Leaders have misconception, limiting belief or past conditioning that if I appreciate people more, they will become complacent, more demanding, arrogant, it will lose value etc. Appreciation surplus is always better than Appreciation deficit. Humans (and even animals) have appreciation hunger.
When asked during a Stanford Business School Interview about ‘how does Google sustain Innovation at that scale & for so long?’, Sunder Pichai said ‘we appreciate & reward people for their effort, not for result’ https://www.gsb.stanford.edu/insights/sundar-pichai-reward-effort-not-outcomes This is actually profound. It comes from Bhagavad Gita’s ‘Karmanyevaadhikarasthe Ma Phaleshu Kadachana” – Focus on the Action without attachment to the Fruits of the Action.
Appreciation Culture in an organization is a great Multiplier – it brings best out of people.
Appreciation Culture works top down – Leaders need to lead by example.
So, don’t be stingy on Appreciations, but let it be genuine & authentic!
