Supervisor Foundations · Lesson 9.7
RECOGNITION SHOULD BE SPECIFIC & FAIR
Recognition can lose value when it appears biased.
Supervisors should avoid:
- praising only favorites
- giving public credit to the wrong person
- overlooking quiet contributors
- recognizing only dramatic achievements
- allowing personal relationships to determine praise
Recognition should be based on actual contribution.
Poor
Supervisor repeatedly praises the same favorite employee while ignoring similar work from others.
Better
Recognize specific contributions wherever they occur.
WORKPLACE EXAMPLES
EXAMPLE 1
Two employees contribute to a successful project.
Supervisor praises only the more visible employee.
The quieter contributor may feel overlooked.
EXAMPLE 2
Employee consistently performs routine work reliably.
Dependability can deserve recognition even when it is not dramatic.
EXAMPLE 3
A new employee makes significant improvement.
Recognition can reinforce the progress.
EXAMPLE 4
Supervisor’s friend performs poorly but receives public praise anyway.
That weakens trust.
Remember
Recognition should reinforce performance—not relationships.
Workplace action
Ask: Whose good work may be easy to overlook because they are quiet or consistent?
Quick Check
What makes recognition fair?