What are the best ways to show appreciation for your team's flexibility and adaptability?

When I think of personalize my praise what comes to mind is knowing the individual I am looking to acknowledge. What makes them feel valued? They might like to “fly under the radar” and not want grandiose celebratory praise. But if they like that I am happy to share to others their achievements! How we make people FEEL is remembered often as opposed to the actual words. As a leader, I want my team to know their success is my biggest success. Without them I am nothing, they are the experts and I need to fluid on how I communicate on all matters and take an individualized approach with them all.

1. Public Acknowledgment: Give public recognition to the team as a whole for their collective efforts in being flexible and adaptable. This could be done in meetings, newsletters, or on a company-wide communication platform. 2. Reward and Recognition Programs: Implement reward and recognition programs that specifically acknowledge and celebrate adaptability and flexibility. Consider awards, certificates, or even small tokens of appreciation. 3. Flexible Work Arrangements: If possible, reciprocate their flexibility by providing options for flexible work arrangements, such as remote work or flexible hours. This shows that you understand and value their need for work-life balance.

Take the time to get to know your team members. Understand their goals and their lens (perspective) everyone does not want to be CEO. Live your Open Door policy make sure it swings both ways.

The key to personalizing praise is to make sure you always give yourself time to get to know your people. Almost daily, I check in with people, ask them how things are going and over time a connection is made. This connection is what is used to decided how to personalize recognition or praise, based on the relationship that I've been able to develop with my people. Everyone is different and being able to recognize subtle differences can prove to act as a guide when addressing certain individuals.

Two little words that have such an impact at work… Thank You. Whether you say it in a group, one on one or in a private note. When it’s warranted, just do it. There are people that believe giving praise or saying “thank you” leads to complacency or slacking. I don’t think that is true at all. I believe it builds confidence, pride in their work and loyalty to the team. It also can give the other team members a sense of direction when they hear a coworker being praised. Reminding them what the goals are & how to get their own praise. Everyone wants to feel appreciated.

Quick doesn’t mean unsafe quick is a better system and organisation. A plan a method. In my experience your body can only take you so far it’s the plan that takes you all the way and beats everyone. The body is the bonus so look after it like an athlete. Between the 2 it’s a force.

I've always found the incentive of leaving early beats the incentive of extra money hands down when it comes to productivity! "We can be finished in an hour!" Vs "I'll pay you an extra hour" If anything, everyone on overtime where I've worked has slowed down once they're on "their own time" Something to consider.

Cuando ya conoces tu equipo de trabajo tienes que delegar responsabilidades para que se involucren en el resultado que buscas y así será más fácil llegar a la meta que se busca

Flexibility and autonomy is clearly still a very hot topic, especially as employers and SMTs continue to communicate working models that resemble post covid structures. There is definitely a balance and a hard one to strike but I think again it comes down to relationships and understanding the needs and characteristics of your employees and/or teams. It’s not a one size fits all. That being said, I’ve worked 5 day weeks with all in the office as well as 4.5 day weeks with 2 mandatory days in the office. My own experience is that you have to be mature and use your own discretion on when you need to be in and when you have to work longer but what is clear is that it can definitely make people feel appreciated.

Work with individuals and teams to help them determine what works best for them, you may need to agree parameters such as we have to meet x hours for our customers but how we do that can be worked out by the team and let the team put forward how they want to work. It really helps to know your people for example one might have a child who has challenges and needs to go to therapy regularly during work time - make stuff like that work it’s important. People work to live and should not live to work, it’s a two way deal always.

Acknowledging team member flexibility and achievement through providing opportunities for growth is very effective. It will increase the appreciation of member towards his leader and increase productivity of the team member; it will also create a competitive environment which is all to be on favor of the job.

This is a very important factor to be considered to retain hardworking, honest employees. Providing growth opportunities to the relevant employees earns their long-term loyalty.

One of the best ways I feel appreciated was by the opportunity of growth. Taking the next steps in your career involve excelling in your current role. My favourite way to reward team members for their achievements is to provide the opportunity of training and learning new skills to open the door for growth. Even if it’s for self development the skills that one can learn through training and mentoring of senior employees will last a lifetime and can be applied to future roles.

Providing growth opportunities to your team is a motivation package in itself it covers all aspects. By doing this you are not only valuing their service but also making sure they are gaining perspective .

For me, providing opportunities for growth goes beyond a hierarchical scale in the company, it also has to do with the opportunity for personal growth, how the company or your leader gives you the space to learn from other areas or time to study, It also gives you the space and the opportunity to contribute your knowledge in other areas that are not your daily work.

Being treated like your important at what you do for a company is priceless. Also everyone feels better after being praised by others for doing a good job or going above and beyond at their position.

I love this idea and it brought about a profound change Institute a Recognition Wall of Impact: Drawing on your corporate expertise, introduce a dynamic Recognition Wall of Impact within the training environment. Create a visible platform, whether physical or digital, where notable achievements and contributions are highlighted. Encourage team members to share their success stories or recognize their peers for exceptional efforts. This not only fosters a culture of continuous acknowledgment but also provides a lasting record of collective accomplishments. By curating this Recognition Wall, you not only celebrate individual and team successes but also instill a sense of pride and motivation within the corporate ecosystem.

In my experience, acknowledging and celebrating your team member’s milestones is always a positive thing. Even if they may not express it, everyone desires to be celebrated. Helping to fulfill this need, can only foster better relationships between you and your team.

1. Motivation and Morale: Recognition and appreciation boost team morale and motivation. When individuals feel valued, they are more likely to be engaged, committed, and enthusiastic about their work. 2. Team Cohesion: Expressing gratitude fosters a sense of unity and strengthens team cohesion. It reinforces the idea that everyone's contributions are vital to the overall success of the group. 3. Productivity: A positive and appreciative environment contributes to higher productivity. Team members who feel acknowledged are likely to be more dedicated, creative, and willing to go the extra mile in their tasks.

Está claro que la búsqueda de los resultados y la excelencia se requerirá a veces de ser crítico y de efectuar diversos feedbacks que muchas veces serán directos y exigentes para mejorar. Esto no es un problema a menos que estés desbalanceado. Si solo estás dedicando tiempo a la corrección, te volverás una figura de liderazgo asociada con un campo emocional negativo; tenso, crítico y displacentero. Expertos como Marcel Losada, recomiendan que estás interacción se ven balanceadas en una dinámica de 3 es a 1. En este sentido, para cada interacción negativa, deberás haber invertido 3 interacciones apreciativas y positivas. Dise?ar instancias de celebración no solo es deseable sino que es fundamental para cultivar el balance saludable

Showing appreciation is a quick and easy way to boost employee morale though it’s important to know what drives team members and tailor appreciation to each. Put 5 minutes on your calendar every Friday as a reminder to thank someone for the week. Another very impactful method is a personal handwritten note.

Appreciation in any manner and any forum, it will boost up the energy and confidante when they hear about it that their Leader praising their good work, it’s ignite them and motivate them to do work from inside and not let him(leader) down never ever.

Creating a culture of appreciation shows that you value your team/employees. The recognition allows them to be noticed for the hard work and adaptability that they posses. It shows them that their hard work pays off, goes unnoticed, and will be rewarded making them want to perform. When you combine the recognition with incentives, it increases productivity!

1. Verbal acknowledgement for all small and big achievements. 2. Use gestures in discussions (even emojis in email and virtual meetings) to highlight positive inputs. 3. Publicly celebrate the milestones.

An exercise that has already become a culture in our company is to thank and recognize our colleagues, regardless of whether they are from other areas or not, this has helped us to positively reinforce the extra effort they make every day to achieve our objectives. This recognition could be in public or private.

Become their cheerleader and acknowledge their efforts whenever you can, even when they are not present. Let others know how much you value your team members.

Build them to be YOUR replacement! To step in and be the leader, to fill and flow! Encourage them to be their best, which is your best! Show them love and compassion!

Everyone needs to be appreciated, albeit in different ways. Knowing how each person likes to receive recognition is important. But above all, acknowledging someone’s efforts goes a long way to bringing out the best in the person!

Here are some ideas for showing appreciation for your team's flexibility and adaptability: - Acknowledge and celebrate when they've successfully handled a challenging situation. - Be flexible with them when they need to adjust their schedule or workload. - Recognize and reward them for their hard work and commitment. - Offer flexible work arrangements, like remote work or flexible hours. - Encourage a healthy work-life balance and give them time to recharge. These actions will help your team feel appreciated and motivated to continue being flexible and adaptable.

Figure out what is the best way to praise the individual. Some like Privitt. Some like to be out in front of the team, some are more personal and just need a note of thanks.