A quick, practical guide to mastering recognition through attributions.
When it comes to encouraging positive safety commitment and performance, effective recognition is key. A simple ‘thanks’ or ‘good job’ doesn’t cut it. The best leaders use attributions to highlight the specific efforts, decisions, and behaviours that drive success. Itโs not just about acknowledging what someone didโitโs about framing why it mattered and how it made a difference. This kind of intentional recognition reinforces the right actions, builds confidence, and strengthens a culture of safety.
What are Attributions?
Attributions are how we explain the causes of people’s behaviour, whether itโs driven by internal factors (like personality or effort) or external factors (like environment or circumstances). In leadership, attributions play a crucial role in how we recognise and motivate others.
Why Attributions Matter for Recognition
Research shows that the way we attribute behaviour impacts how people perceive their own efforts and how motivated they are to improve. Leaders who use attributions wisely can:
- Build stronger connections
- Foster a growth mindset in their teams
- Drive lasting improvements in performance
Attribution + Recognition = Influence
When you recognise someone’s actions by linking them to their personal characteristics or decisions, it influences how they see themselves and their role in the team’s success. Itโs scientifically proven to boost motivation and reinforce positive behaviours.
How to Use Attributions
Effective recognition using attributions ties behaviour to internal qualities (effort, responsibility) and outcomes (success, results). Instead of generic praise, you highlight the cause and effect.
- Be specific: Link actions to personal qualities and real outcomes.
- Use causality: Frame recognition with phrases like โbecause of your…โ or โas a result of your decision…โ
- Balance internal and external: Recognise both the individualโs effort and the positive outcomes theyโve contributed to.
Best Practice Examples
Like most skills, we get better with practiceโand attributions are no different. That said, it can be helpful to see examples of how others apply these concepts to build confidence in using them yourself.
Letโs explore five best practice examples of effective use of attributions in recognising safety commitment and performanceโhighlighting specific efforts, linking actions to outcomes, and reinforcing the qualities that drive success.
EXAMPLE 1
Process Improvement โ Resilience and Initiative
“I know introducing that new safety reporting tool wasnโt easy, especially with the technical issues early on. But you stuck with it, focused on finding solutions, and made sure it worked smoothly for everyone. Because of your persistence, the team is already giving great feedback on how much easier reporting feels nowโand thatโs a credit to your resilience and problem-solving.”
WHY IT WORKS
- Specificity: Clearly states the project, challenges and actions taken.
- Causality: Links individualโs persistence to positive team feedback.
- Personal Qualities: Recognises resilience and problem-solving skills to tie behaviour and outcomes to personal qualities.
EXAMPLE 2
Leading by Example โ Behaviour Shaping Culture
“The way you prioritise safety every day has had a huge impact on the team. Others are following your lead, and weโre seeing real improvements in how we approach tasks. Your consistency shows what good safety behaviour looks likeโand because of that, safety has become something the whole team values, not just a box to tick.”
WHY IT WORKS
- Specificity: Focuses on consistent behaviour, rather than general praise.
- Causality: Links individual behaviour to cultural improvement in the team.
- Personal Qualities: Highlights consistency and ability to influence others positively.
EXAMPLE 3
Project Debrief โ Insights Driving Learning
“The insights you shared after our last project debrief really got us thinking differently. Your suggestions sparked conversations that have already led to some great process changes. Because you took the time to reflect and share what you learned, weโre all moving forward with a clearer sense of what we can do better next time.”
WHY IT WORKS
- Specificity: Highlights a specific meeting and insights shared.
- Causality: Connects reflection and feedback with process improvements.
- Personal Qualities: Recognises thoughtfulness and collaboration, reinforcing the value of shared learning.
EXAMPLE 4
Small Improvement, Big Impact โ Initiative in Action
“Your suggestion to tweak the safety checklist may have seemed small, but itโs made a real difference. The team is using it more consistently, and weโve already spotted a few issues early on that might have been missed before. Your initiative and attention to detail really demonstrate how a simple improvement can make work safer for everyone.”
WHY IT WORKS
- Specificity: Acknowledges the safety checklist as a focus for the feedback.
- Causality: Links small suggestions to improved outcomes.
- Personal Qualities: Highlights initiative and attention to detail as positive attributes that contribute to a safe work culture.
EXAMPLE 5
Safety Huddles โ Commitment and Recognition
“The way weโve committed to these safety huddles has really set us apart. Itโs not just about going through the motionsโweโre showing the kind of team we are: engaged, proactive, and looking out for each other. The executive and other teams have noticed, and itโs clear that these discussions are driving meaningful improvements. This is what it looks like when safety isnโt just a task, but part.”
WHY IT WORKS
- Specificity: Focuses on safety huddles and their impact, rather than vague effort.
- Causality: Links the teamโs commitment to improvement across the organisation.
- Personal Qualities: Highlights engagement, proactivity, and care for others to reinforce a shared identity.
Final Thoughts
Effective recognition goes beyond quick complimentsโitโs about using attributions to connect effort, behaviour, and impact. By highlighting not just what was done, but why it mattered and the personal qualities an individual or team demonstrated to achieve meaningful outcomes, leaders can reinforce positive safety practices and inspire lasting commitment.
When recognition is intentional and specific, it becomes a powerful tool for building confidence and strengthening a culture of safety. With practice, this approach can transform the way teams engage with safety and each otherโone meaningful acknowledgment at a time.
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