five steps to reveal and remark like a pro

A super-effective tool for improving performance is “reveal and remark” - highlighting a teammate’s specific, positive behavior (reveal) and praising them for it, ideally so that others can hear about and emulate that behavior (remark). I’ve written before about why it’s effective. This post explains how to do it.

1. Praise behaviors, not people

The power of Reveal and Remark hinges on your ability to pinpoint and praise successful behaviors you’re trying to encourage, and then connect them to a positive outcome. “Nice job” or “Diane, you’re great” just aren’t enough. 

2. Recognize tiny choices 

The tinier, the better. This makes them easier for you to identify more often and for employees to replicate. In addition, small behaviors are likely underappreciated, so recognizing them can be even more powerful.

3. Be specific and authentic

When you’re specific in your recognition, people can tell it’s authentic. And when employees feel genuinely seen, heard and acknowledged by their boss, it builds trust and encourages them to repeat that behavior.

4. Remark publicly when possible 

Before you deliver a remark, ask yourself if there are any other employees who might benefit from seeing it, too, whether in person or by email. Positive peer pressure from seeing a colleague receive recognition creates momentum in others. It isn’t jealousy if they think they can achieve it also.

5. Do it often

The number one most important factor is to Reveal and Remark whenever you can. But don’t worry—it’s not as big of a time commitment as you might think. A robust frequency for recognizing each person is only once every three weeks, and one comment should take you no more than two minutes total, from inception to delivery. The hard part is prioritizing it.

Here’s a simple system for getting it done consistently:

• First, create a list of your direct reports and identify the behaviors each person needs to improve in order to succeed habitually. 

• Next, pick a weekly 30-minute calendar slot, and label it “R&R time – Do not skip!”

• Once that 30-minute window comes around each week, take 30 seconds to two minutes to recognize tiny, positive choices and related outcomes for some or all of the individuals on your list. This can be an email, text or phone call, or a personal aside or even a quick public comment during a meeting.

That’s really it. If you can build the discipline to Reveal and Remark consistently, the rewards are worth the effort. In only a few moments each week, you will have created psychological momentum where none existed before, kicking off a virtuous growth cycle within your underperformers.

-Ben