Recognising positive performance

One of the most positive aspects of leading a team is using recognition to support performance and development. Instead of looking out for the things your people are getting wrong, look out for the things they are doing well! Recognition of this can be as simple as saying, “you did a great job there”, or, “you contribute such a lot to this team”.

It’s about recognising people doing a great job and showing you appreciate it, which means they’re more likely to keep doing those things. Recognising positive performance reinforces positive behaviours, builds morale, and boosts engagement.

Recognition encourages a positive and productive workplace culture.

Tailoring your recognition as a leader

Employees appreciate recognition as it makes them feel valued and worthwhile, leading to better results for the organisation. Tailoring recognition to each person makes it even more meaningful and effective. This means you need to get to know your team and their preference; don't assume all staff appreciate the same method. These can be actioned either privately or publicly.

Flip over the cards for more information.

Informal recognition

Informal

Everyday, spontaneous ways of acknowledging effort or achievement:

  • Privately - Saying "Well done" "Great work", or sending thank you messages or personal notes.

  • Publicly - Recognition in front of peers in a team huddle.

Formal recognition

Formal

Organised, structured approaches tied to programs, policies, or processes.

Examples:

  • Formal award events

  • Certificates

  • Formal letter or commendation

  • Nomination for professional development opportunities

Note

The most effective recognition is tailored to both the individual and the situation. Choosing the right combination of informal/formal or public/private ensures it is meaningful.

Why it's important

Recognising positive performance as a line manager is important as it builds motivation and engagement, reinforces the right behaviours, strengthens relationships and trust, boosts morale and wellbeing, and improves retention and performance.

Positive Performance Management Policy (HR Policy G9)

See Queensland Health’sPositive performance management HR Policy G9, Section 7 for more information on recognising work performance.