Thanks, praise, one-off rewards: these are all part of workplace recognition. And they're important. But today, more and more employees are expressing a deeper need: to be truly valued.
Consideration at work has become a central issue in professional circles. This shift reflects a shift in expectations, where recognition, while still relevant, is no longer sufficient. It is with this in mind that companies are being called upon to rethink their management practices and make consideration a true pillar of their organizational culture.
But what is consideration at work, how does it differ from recognition, and how can we further incorporate it into our HR practices? Here's an overview.
Recognition or Consideration: What Distinguishes Them
Corporate recognition, whether in the form of congratulations at meetings, performance bonuses, or thank-you messages, often highlights an accomplishment, effort, or attitude. It plays a motivating role, of course, but also has its limitations: when it's rare, impersonal, or solely tied to performance, it can quickly seem superficial.
Consideration, which is similar to existential recognition, goes further. It is no longer just a matter of recognizing what the person does, but above all of valuing who they are. Considering an employee means listening to them, being interested in their ideas, understanding what motivates them, involving them in decisions, giving them autonomy and allowing them to evolve. It is creating a climate where each individual feels that they have a place, not just a function to fulfill.
Changing employee expectations
Recent data confirms a shift in employee expectations, particularly among younger generations, in this direction. In a survey conducted by the CQRHT, 45% of respondents said they lack recognition. When asked what they really want from their employer, the answers are telling:
- 65% want more autonomy;
- 60% want to be able to express their ideas more often;
- And barely 20% say they would prefer a salary increase.
We can conclude that the need for recognition still exists, but it takes a deeper form: that of consideration. Employees aspire to be listened to, involved, and consulted. They want to be part of the company's life, not just to make it run.
How to include more consideration in your HR practices
How can you turn consideration at work into concrete actions? Here are some ideas:
- Consult and listen to employees: Distribute internal surveys, organize focus groups, or prioritize active listening. Ask your employees what they think, what motivates them, and what they would like to improve. But above all, don't just listen: act on it. Consideration doesn't stop at listening; it must also be reflected in the follow-up given to the feedback gathered.
- Empower employees: Allow employees to organize their work, make decisions at their own level, and propose solutions. This builds trust and reinforces a sense of purpose.
- Encourage participation: Involve teams in cross-functional projects, strategic discussions, or continuous improvement initiatives. Co-construction is a powerful driver of engagement.
- Value the human element: Increase opportunities for honest feedback, peer recognition, and mentoring. Highlight strengths, not just results.
- Train managers: Consideration begins with leadership. Provide managers with tools to adopt a listening posture, develop their relational intelligence and promote a more human culture.
Measuring Consideration
Consideration isn't measured in dollars, but there are several ways to track its real effects to ensure we're moving in the right direction:
- Participation rate in internal decisions or surveys;
- Employee loyalty;
- Level of motivation and perceived well-being;
- Testimonies collected during interviews or assessments.
Here, qualitative assessment is as important as numbers. Taking the time to question perceptions and listen to what's being said in the hallways helps you stay in tune with employees' real expectations.
Rethinking recognition through consideration
Consideration at work requires listening and making room for the human behind the professional. What we call consideration today is rooted in existential recognition: the need to be seen and heard for our intrinsic value as individuals.
In a world where artificial intelligence is becoming increasingly important, this need for humanity at work is becoming more pressing. More than ever, considering your employees means taking a strong step: putting people back at the heart of professional relationships.
Pascale Hubert
Web Writer