Beyond Surface-Level Recognition: Cultivating Real Connection Through Personalised Feedback
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It’s easy to fall into the habit of only acknowledging the “big wins”. The real key to a connected and thriving team lies in the everyday moments we often overlook.
Research from Gallup and Workhuman reveals a striking insight: just 13% of employees feel confident they know how their colleagues prefer to be recognized. This gap isn’t just about missed opportunities for praise—it’s about missed opportunities for connection. And connection is what truly drives organisational culture, engagement, and performance.
At ChalonPC, we believe in creating an environment where feedback is more than just a pat on the back—it’s a powerful tool for building trust, collaboration, and personal growth. Shifting from occasional recognition to personalised, everyday feedback can transform the way your team connects and performs.
More Than Just the Big Moments
It’s a common mistake waiting for a massive achievement to deliver recognition. Great teams are built in the small, everyday wins. Personalising recognition and feedback allows employees to feel genuinely valued in ways that resonate with them. Some might prefer public shout-outs, while others might appreciate a simple, private acknowledgment. When feedback becomes personal, it becomes more meaningful.
This regular, tailored feedback not only boosts morale but also deepens the bond between colleagues. When you understand how your team prefers to receive recognition, you’re building trust. And trust is the foundation of a resilient, adaptable team.
The Power of Personalised Feedback
Recognition is great, but feedback is where the real magic happens. Personalised feedback means knowing your team’s preferences—not just for praise, but for guidance, too. Whether it’s coaching them through a tough challenge or celebrating their progress, feedback should be a two-way conversation.
Research shows that employees who feel recognised in the way they prefer are 2.9 times more likely to feel connected to their organisation’s culture. This isn’t just about making people feel good—it’s about driving engagement, loyalty, and productivity. Teams that feel seen and heard will always outperform those that feel overlooked.
From Recognition to Resilience
One of the biggest benefits of regular feedback is how it changes the dynamic when tougher conversations are needed. If employees are used to hearing feedback frequently and constructively, it takes the sting out of critical feedback when it’s necessary.
Normalise check-ins and create a feedback-rich culture. This will help take the pressure off those annual reviews or difficult conversations. Your employees will be more receptive, more engaged, and better equipped to handle challenges.
How to Create a Feedback-First Culture
- Start small: Don’t wait for the “right moment” to give feedback. Make it part of your daily interactions, even for the small wins.
- Tailor your approach: Learn how each of your employees prefers to receive feedback and recognition, and adjust accordingly.
- Normalise the process: The more often you give feedback, the less daunting it becomes. Make it an ongoing conversation, not a one-time event.
- Encourage peer-to-peer recognition: Build a culture where everyone, not just managers, feels empowered to offer feedback and recognition.
Make feedback a consistent, personalised part of your interactions to cultivate a workplace where every individual feels valued, connected, and ready to contribute their best. Transformation starts with the smallest interactions.