Having been in business for many years, it seems to me that many times people don't go out of their way to appreciate a job well done when that job is within the realm of the person's expectations. We see it more when people go above and beyond the expectations of their positions, but do we do enough to appreciate people who perform well at exactly what they are supposed to do? This question came to me last week when I was enjoying a game of golf.

One thing I absolutely love about living on Nantucket Island is that I get to play golf at Sankaty Head Golf Club, which has the only remaining caddy camp in America. 60 young man between the ages of 14 and 18 not only caddy for the members there, but participate in a full-fledged camp experience.

I look forward to working with different caddies whenever I have a chance to play golf there. One comment made last week by Jack, a first-year caddy, age 15, really resonated with me and thus made it to the "From Marsha's Desk" section of my monthly newsletter.

To set the stage, I landed in a sand trap. (Not unusual, unfortunately.) Although Jack is a first-year caddy at Sankaty, he told me that he had caddied two prior years prior at his local golf club in Massachusetts. He did a really good job raking the trap after I made a mess of it, and I looked at him and simply said, "Thanks, Jack, for raking the trap." I said it and forgot it. It seemed like the normal thing to do.

As we walked towards the next shot, Jack looked at me and said, "Mrs. Egan, that was the first time anyone ever thanked me for raking a trap!"

And that's what got me to thinking. If someone does something that is part of his or her job, do we just expect it, or can we take it another step, and share our appreciation for it?

I'm not holding myself out to be the right example of what needed to be done with Jack. Instead, my surprise with his response, when I thanked him for a job well done when it was within the realm of his expectations, made me think more about the universe of leaders and potential leaders who may be missing opportunities to motivate employees, co-workers, volunteers, family members, and yes, even caddies.

Are we noticing and appreciating when expectations are being met? Can we do more?

Read on to learn more about how to integrate a culture of recognition into your life and office with special tips, tricks, resources, a deal or two, and of course, your monthly challenge.

And, oh, by the way, thanks for your loyal followership!

I like this LinkedIn article – 5 Key Employee Recognition Trends (40 seconds)

Main points:

1. Recognition continues growing as a key business process
2. Culture will become a buzzword
3. Social Recognition means recurring recognition
4. Mobile recognition facilitates social recognition
5. Measurement propels the discussion

When's the Last Time... (15 second read)

It's OK to Single Out Awesome Performance

The Magic of Specific Praise (60 second podcast)

Praise and recognition are among the most effective motivators in the world. And more than that, they are largely free. All it takes is time, and usually not all that much.

• How much time does is take to say "Thank you. I appreciate your passion and energy about the xyz project."
• How much time does it take to write a handwritten note, put a stamp on it, and take it to the post office?
• How much time does it take to specifically acknowledge in a staff meeting an individual for a job well done?

This month's challenge:

Think of 3 things you appreciate about others—people you work with, your boss, your volunteer group, your family — and share your specific appreciation with them in the next 48 hours.