Research on the topic is unambiguous—employee recognition, when done right, has huge benefits. However, some leaders still fail to recognize the work of their employees in a timely or appropriate manner. One recent study revealed that 29 percent of employees reportedly hadn’t received recognition within the past year. Getting better at giving recognition is a two-fold process. First, focus on the substance of the recognition itself. It needs to be more specific than “good job” and focus on more than just the outcome. You must demonstrate you understand the work it took to get there. Improving the delivery of recognition is equally important. Many people feel embarrassed when singled out publicly, so the timing and frequency of recognition are important. Managers and leaders need to be intentional about providing this type of feedback if they want teams to remain engaged and retained.