Sometimes, as managers and executives who have too much on our plate, we inadvertently let workers go at the bottom of our to-do lists.

Virtual environment creates new opportunities

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In a virtual or hybrid work world, it’s even more likely that you’ll find yourself interacting with some go-to people while others—those who don’t require the same level of attention, or who are about to discover Advice or input that are not proactive – is largely ignored.

In a physical setting, managers are able to see employees, which can give the feeling that they haven’t interacted with that person in a while. But working remotely, naturally, does not happen.


In both physical and online settings, leaders, managers and HR professionals need to be aware and mindful of providing regular and consistent feedback in a variety of ways. Below are some handy tips to ensure that you are always creating an environment where your employees are appreciated.

1. Track and Record

It costs nothing to praise. While spontaneous and accidental recognition are welcome, it’s a good idea to be a little more employed in your approach to employee recognition. Keep track of who you admire and how often you do it. This can be done in a simple spreadsheet, for example, where you list the names of employees at the bottom left, the work week at the top, and “x” in a cell whenever you have offered specific praise. Mark – in person or online. It may not sound as honest from your point of view, but as long as employees are aware of your less-than-intuitive process, it will be just as beneficial to them.

2. Provide yourself with visual cues…

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The traditional thank you note is a great way to provide recognition for employees and is something everyone will appreciate. Buy some notecards, keep a certain number on the side of your desk where you’ll see them, and make it a goal to fill out a specific number each week. Keeping an eye on the thank you card will prevent someone from overlooking it.

3. ,or use electronic signals

Automation can be a great way to ensure that opportunities for recognition don’t slip through the cracks. This can be done informally by identifying certain “signs” that may generate a follow-up. For example, when you receive a note or email from a customer or colleague referencing a specific employee. Or it can be done through an online tool like Zapier that lets you set “what if” actions based on various events. For example, when an employee marks a certain task in your project management system as completed, it triggers a Zapier reminder — or direct message — to recognize their accomplishment.

4. Support Them on LinkedIn

Every employee must have at least one attribute that can be identified through their LinkedIn profile. Set a goal to recognize a certain number of people each week based on the number of people reporting to you, then set aside a specific time to do so through skills approval or written recommendations, or both.

5. Embed recognition in regularly scheduled meetings or procedures

After a project is complete, holding a debriefing meeting is useful to consider what went well and where adjustments or improvements can be made. It is also a great time to recognize the people involved in the project, collectively as team members, and individually for their contributions. Set aside time at regular conference meetings to recognize exceptional employees. Also, holding regular face-to-face meetings with your employees provides an opportunity to review how well they are doing and solicit feedback.

6. Involve Employees in the Process

It’s not only managers and formal leaders whose feedback and validation are important – employees value validation from their peers, too. Involve them in the process by setting an example by publicly acknowledging your own peers, constantly reminding them of the importance of peer-to-peer feedback. Consider the use of performance management platforms to provide the capability for peer-to-peer identification.

7. Widespread Identity

Lastly, don’t limit your feedback to just direct reports – feedback means a lot to all of us. Set an example of being generous and persistent with the recognition you provide to everyone around you.

Getting feedback — both positive and constructive — is critical to employee growth and success. But it needs to be done consistently to ensure All Employees get the feedback they deserve.