How Do Servant Leaders Approach Recognition and Rewards?

Whether you are a team leader or a CEO, eventually, you will have to deal with recognition and rewards for your people. So, how do you go about it?

I remember when a pizza party was all the reward employees would get from their employers and managers. But right now, companies realize that recognition and rewards should be thoughtful.

It came on a little late, but companies now see their employees as people contributing to their vision. And it is important to keep them motivated. And before you ask, salary is not motivation.

Think about it from the employee’s perspective: someone is paying you a certain amount of money to do your job. Using the same amount to motivate you to work harder and go beyond your duties seems unfair, right?

In addition, as an employee, there are other rewards you could want instead of money. For example, a gym membership, grocery card, tuition for a college course, daycare services, etc. 

In short, rewards and recognition have evolved, and one of the best to do it is servant leaders. Learn more about how you can improve rewarding and recognizing your team with servant leadership. 

Why Should You Approach Recognition And Rewards Thoughtfully?

Approaching recognition and rewards thoughtfully is important for building a positive and motivating environment. Recognition and rewards are powerful tools that inspire people to do their best. But you must handle them with care to have the right impact.

So why should you put thought into how you reward or recognize your employees?

First, thoughtful recognition shows that you genuinely value and appreciate someone’s hard work and contributions. When recognition feels sincere and well-deserved, it can boost morale and motivate people to continue performing well.

However, if recognition seems forced or insincere, it can have the opposite effect, making people feel undervalued or misunderstood. Therefore, it’s important to make sure that the recognition is specific to the individual’s efforts and is given at the right time.

Second, rewards must be meaningful and relevant to the recipient. Not everyone values the same type of reward. For example, while some may appreciate a solo dinner, others might prefer a party in their honor. Understanding what motivates each person can help you choose rewards that will be truly appreciated.

Thoughtful rewards show that you’ve taken the time to consider what the person values, making the gesture actually impactful.

Additionally, it’s important to be fair and consistent in how recognition and rewards are given. If some people are consistently recognized while others are overlooked, it can create resentment and lower morale within the group. 

By being consistent and fair, you ensure that everyone feels they have an equal opportunity to be recognized for their efforts.

Finally, approaching recognition and rewards thoughtfully helps build a positive culture where people feel valued and motivated to contribute.

It encourages a supportive environment where people strive to do their best, knowing that their efforts will be noticed and appreciated. In this way, thoughtful recognition and rewards contribute to a stronger, more cohesive group or team.

Recognition and Rewards Tips for Servant Leaders 

Acknowledge Efforts Personally and Authentically

Servant leaders should always recognize their team members’ efforts in a personal and authentic manner. It can be done through face-to-face praise, personalized notes, or public acknowledgements, depending on what the employee prefers.

The key is to make sure that the recognition is genuine and specific to the individual’s contribution. So you should not just say, “good job.” Be a servant leader who says, “Good job pointing out X and using Y to solve Z.”

This approach makes recognition and rewards more meaningful while encouraging the behavior that led to success.

Celebrate Small Wins

A big mistake that leaders make is waiting for the big win to celebrate. We see it all the time at work and even in our lives.

What we fail to realize is that a big win would not be possible if it were not for the small and what people consider ‘insignificant’ wins. Waiting for the big win can hurt your people.

It’s not every day you have one of those big moment celebrations. And if your people go too long without feeling rewarded and recognized, they will be less motivated.

Servant leaders are not supposed to wait for major accomplishments to offer recognition. Acknowledging small, everyday successes keeps morale high and motivates continuous effort.

The opportunity to celebrate small wins is more prominent than you would think. For example, if a team member consistently meets their deadlines, recognize their reliability by saying something specific to praise them in private or public.

In addition, you could reward them by giving them a coupon for a store they like. It’s simple but so impactful. The thing about recognition and rewards in servant leadership is that they do not have to wait for the big occasions. 

Provide Tailored Rewards

It’s crazy that people never thought about providing specific rewards to specific people. I mean, how can you buy pizza for the whole team without considering if someone is lactose intolerant? Or take the team on a wine tour without checking if someone is on their sobriety journey?

Not everyone values the same rewards. So, learn what motivates each team member and tailor rewards to their preferences, making the gesture more meaningful.

If an employee loves learning, reward them with a course or workshop that will help them grow in their role. For someone who values time, consider offering a day off or flexible working hours as a reward.

Recognition and rewards make a bigger impact when they are actually appreciated by the people who receive them. So, make it count. 

Give Opportunities for Growth

Sometimes, recognition and rewards go beyond dinners, gym memberships, and discounts. Sometimes, showing your team members that you see them is good by offering them an opportunity to be even greater.

Acknowledge someone’s good work by offering them opportunities to take on new challenges or leadership roles. You could even make them your second in command. This not only recognises their abilities but also fosters their development.

For example, if an employee shows great problem-solving skills, ask them to lead a small project or mentor a new team member. This not only rewards their past efforts but also encourages their continued growth.

Make Recognition And Rewards Matter To Them, Not You

At the end of the day, do not treat rewarding or recognizing your people as an opportunity to show how good you are. It’s a gesture to remind them how well they have done and a way to encourage them to keep doing it.

Do not run to the cheapest options and give yourself ‘at least I did it’ points. Be the servant leader who puts thought into it. Take a thoughtful approach to recognition and rewards to make sure they actually matter to your team.