In order for recognition to be effective it must be genuine. This takes some effort and thought on the part of the recognize-er. Let's look at this a little closer with a few examples:
Lip-Service
You freely hand out the "atta-boy" and the "ol' slug on the shoulder" to whomever is close by no matter what state of mind they are in. Employees are likely to view this kind of "recognition" for what it is - insincere and unhelpful. Faint praise can actually be corrosive to workplace morale.
Acknowledgement
You bring in bagels to acknowledge the efforts of your workers and say thanks. Your team will appreciate this, your efforts can build goodwill, and they will lend their support if you ask.
Recognition
Greg takes the effort to make double-sided copies to save the office some money. You recognize his specific effort and thank him for it. Greg feels that his effort is meaningful and will look for other ways to save money.
Genuine Recognition
This last form of recognition, truly understanding a worker's contribution, goes the farthest to building productivity. Now that Greg knows you value his contribution and initiative he is more likely to move beyond making a personal contribution and into a team leadership role. Chances are that he will also be more likely to genuinely recognize the efforts of his coworkers as well.
Read the case study on how WSPS engaged their office and remote employees after a merger of three well-established organizations using TemboSocial Recognition.