There are actually a few areas I could quote from in this article, I enjoyed reading it (and should the author read this I hope they take this as it's meant - positively) because it's obvious, simple and dead right.
The reason I bring this up is so often in business we forget to do the obvious and simple things because of time, ego, unease and so on. The reality is recognition is a huge motivator, successes certainly need to be appreciated but as per this article so does effort, so does great team work and so does being a good role model.
Thinking about sales how many times has a deal slipped away last minute due to uncontrollable's and yet so often all that effort is given no recognition because of the outcome.
Here is another point, our reward systems are an expense - certainly a justified one however giving praise and recognition is free so why don't we do more of it?
Well again it's those words from above, time, ego, unease etc. I have in fact just done a workshop on this very topic and when the penny drops that is doesn't need to be a cringe worthy comment or an inspirational speech it can be very powerful.
Most HR professionals will be familiar with the 2 factor theory, if you are interesting in working on giving more powerful recognition it is a good place to start.
Thanks for the article, it was a good read.
After transitioning into the corporate world, Nanavati says he was often praised when he was able to “close” on a sales call, but it meant little to him because it didn’t recognize the effort he’d put in all day before then. As Nanavati saw it, his higher-ups only cared about the partial results these wins signified, because closing the call was just one small step in an endless grind of making cold calls each day. There was no real recognition of the bigger picture