Strengthening the Workforce Through Meanningful Recognition

THE CONCEPT OF MEANINGFUL recognition in the form of feedback has been an integral part of our workplaces since the turn of the century when psychologists began ex ploring the impact motivation had on productivity (Schultz & Schultz, 2008). Recognition feedback has ranged from the traditional behaviorist stimulus res ponse approach to a humanistic perspective that in cluded the perceptions one experiences upon receiving this type of information. Moving from a hard science approach of measuring a pigeon’s response to a morsel of food to assessing links between feelings, experiences, and behaviors created perceptions in the scientific community that these humanistic attributes were merely “soft skills” and therefore of lesser value in the workplace (Hall & Lindzey, 1978; Schultz & Schultz, 2008). A variety of cultural influences along with the advancement of scientific inquiry and evidence demonstrating the power of feedback, communication, and collaboration, have converted these perceived “soft skills” into powerful strategies linked to saving lives and strengthening our workforces (Alspach, 2007; Coburn & GageCroll, 2011; DeChurch & MesmerMagnus, 2010; Nahrgang, Morgeson, & Hofmann, 2011; Van Bogaert, Meulemans, Vermeyen, & Van de Heyning, 2009). Recognizing the impact ack nowledgment, communication, and collaboration had in health care organizations, the American Association of Critical-Care Nurses (AACN) identified six elements associated with healthy work en vironments, and meaningful re cognition is one of these standards (AACN, 2005). Meaningful recognition is often perceived as a simple form of feedback that involves saying thanks, complimenting an other, or providing a pat on the back. While these actions are important, the core of feedback associated with meaningful recognition involves ack nowledging one’s behaviors and the impact these actions had on others, ensuring the feedback is relevant to the recognized situation, and is equal to the person’s contribution (AACN, 2005). These qualities differentiate meaningful recognition from positive feedback as this type of acknowledgment often stays with a person for life. Meaningful recognition im pacts individual, group, and organizational outcomes. For the indiEXECUTIVE SUMMARY