How do you recognize your employees for their achievements?

Think about your favorite superhero movie. 🦸 What makes those heroes shine? Is it just their superpowers, or the recognition they receive for saving the day? It's time YOU became the superhero in your team's story! Here's a simple recipe: 1️⃣ Be Specific: Don't just say "good job". Point out what was amazing! 2️⃣ Be Timely: Don't wait for a special occasion. Celebrate victories big and small, as they happen. 🎈 3️⃣ Add Some Sparkle: A handwritten note or a favorite treat can make your "thank you" truly special. 🎁 Your team isn't just a bunch of names on a spreadsheet; they're the heartbeat of your company. Let's put the human touch back into our businesses, one "thank you" at a time. Try it, and watch the magic happen! 🌟

The most important thing to remember is to treat your employees like human beings. They have the same needs for respect, understanding, and consideration as anyone in your social circles. I believe that spending time with employees outside of work to get to know their personal interests is crucial. Additionally, using this knowledge to surprise them when they perform well at work can be impactful. Show them that you are interested in their well-being, and they will reciprocate. Essentially, it's about enabling people to feel good about what they do, where they are, and who they collaborate with. This approach will lead to maximum productivity for everyone.

If you don't know your team well, you'll have a hard time knowing how to recognize your team members in the way that will resonate most. Take the time to get to know your team and you'll find yourself in a much better position to implement recognition methods that will be appreciated and remembered.

In my experience, I have realized that constant affirmation and motivation as well as an appreciation for the work that my volunteers and team does works better than only appreciating them for an achievement. This helps them stay motivated, give the organization their all as well as feel valued.

I treat every Monday as a ‘new year’. Every 1-1 like an ongoing performance and development dialogue. If you make it always on instead of just during ‘official’ mid year and year end cycles you develop a meaningful and continuous learning cycle that is mutually beneficial. Now add in recognition the same way. And think small. Recognition doesn’t have to be some massive win. Small steps over time lead to big results. EX. Maybe someone has spoken in a team meeting and shared an update, where they never usually speak due to fear of public speaking. Recognize that 1-1 with them and highlight the value they imparted, how they inspired and energized the team. Ask them how it felt, listen to understand them and not to talk back.

Regularly set time to acknowledge your employees' achievements, big or small. Create rituals like a recognition wall or shout-out meetings to celebrate successes. Encourage mutual recognition to promote teamwork. By integrating recognition into your leadership style and team culture, you foster a sense of appreciation and create an environment where accomplishments are consistently acknowledged and valued.

I appreciate the point on aligning recognition with organizational values and goals. Celebrating actions that reflect core values and strategic objectives reinforces desired behaviors, making the recognition more than just a pat on the back. It's also about guiding future actions and reminding employees their work makes a difference. Recognizing our own achievements sets an example and inspires our team to aim for the same excellence.

🌟💪 Demonstrate the values of your organization through recognition! 🎯 One practical way to align recognition with your values is to tie it to specific behaviors that exemplify those values. 🏆 For instance, if one of your values is teamwork, recognize employees who consistently collaborate and support their peers. Another practical way is to celebrate achievements that contribute directly to your strategic goals. 🎉 If innovation is a priority, acknowledge employees who come up with creative ideas or successfully implement new initiatives. 🌟💼 Additionally, make sure your recognition efforts are inclusive and equitable. 🤝 When you do, it becomes a powerful tool for motivating and engaging your employees. 💫✨

It was important during my one on one with employees to ask them, which employee made a difference in their work experience that month and for specific details why. It was a part of Studer practice. Then, as customary for managers, I would have to write a card to the person who made a difference. I also wanted to make it extra special. I would find these beautiful cards and write not only what the person said but add about our companies mission and thank them for living the mission. I would also add a treat depending on their preferred preferences: cookie or bottled water from the gift shop. The truth is everyone want to be seen for the work they contribute and it means a lot when you just acknowledge their work.

Here's how to do this: 💡 Know your employees: Understand their unique strengths, preferences, and values to tailor recognition accordingly. 🎯 Personalize praise: Use the employee's name and reference specific details about their accomplishment. 🌱 Share the impact: Explain how their work has positively affected the team or company. 😊 Show genuine enthusiasm: Convey warmth and excitement in your tone and body language. ⚖️ Be consistent: Recognize achievements fairly and equally across team members to maintain credibility. 🎨 Avoid generic phrases: Craft unique messages that resonate with the individual and their work. 🗣️Listen and engage: Encourage two-way communication for more authentic interactions.

🎓 Over 20+ years of journaling workplace practices, I've found the sixth rule of recognition: ask for feedback and improvement! 📈 Don't assume you know the best way to recognize employees, or that your recognition is always effective and appreciated. 🤔 Instead, ask employees for their feedback and suggestions to improve recognition practices, making them more meaningful and impactful. 💌 Don't stop there! Ask how you can support them further, learn about their challenges, goals, and how you can help them grow and succeed. 🌟 How do you gather feedback to improve your recognition approach? Let's exchange ideas and elevate our recognition game together! 💬

Recognition and praise are best received when they're delivered in the individual's preferred format. Some people preferred to be acknowledged in front of the entire company, some prefer a shout-out among their team, and for others it's more meaningful in a one-on-one conversation.

Everyone is working for - Appreciation - Learning - Money Give them all. 1. Appreciate them in public and scold them in private. 2. Give them an opportunity to learn new things. Recognise their strength and weakness and align the task accordingly. 3. Who doesn't want money after so much hard work. Not only give them salary on time. Instead, provide them a bonus quarterly.

We now live in the “Age of the Employee” and employees want collaboration, to feel included, valued, and engaged. This means organisations and their leaders will have to have a strategy and service offerings that ensure the wellbeing of their employees. Recognising employees for their achievements is crucial to the success of any organisation and its leaders. It is a fundamental human need that drives motivation, satisfaction, collaboration, and engagement among employees. When leaders acknowledge and appreciate their employees’ contributions, they create a culture of positivity, trust, and respect that inspires employees to perform at their best. It all starts with simple gestures of appreciation which can take many forms......