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How can you recognize and reward team members for their achievements?

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As a coach or mentor, one of your roles is to motivate and inspire your team members to perform at their best. A key way to do that is to recognize and reward their achievements, both individually and collectively. But how can you do that effectively, without being too generic, too biased, or too extravagant? Here are some tips to help you create a recognition and reward system that works for your team.

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Guido Fiolka

Living Organisations ?? | Werde Gestalter:in der Transformation | Join our Living Community
Luca Marini

Global Communications and Marketing Executive | ESG, Reputation and Change Management | Journalist

1 Know your team

Before you decide how to recognize and reward your team members, you need to know what they value and what motivates them. Different people have different preferences and expectations when it comes to recognition and reward. Some may prefer public praise, while others may appreciate a private thank-you. Some may want a tangible reward, such as a gift card or a bonus, while others may prefer a non-monetary reward, such as a learning opportunity or a flexible schedule. To find out what your team members want, you can ask them directly, observe their behavior, or use a survey or a quiz.

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Norman Musengimana

Business Development Manager @ Kingston EDC | Empowering Newcomers to Canada to Thrive
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Start by assessing employees' working styles (NEO PI-R), thinking styles (HBDI, Myers-Briggs, DiSC), and personality traits (16PF) for a comprehensive understanding of each individual to understand each one's motivations and values. Ensure every employee, team, & department has clear KPIs that feed into the annual report to avoid biased measurement. Regular one-on-one meetings are key for understanding personal goals and challenges. Foster team cohesion through informal gatherings and activities, observing interactions and preferences. Finally, develop a team skills matrix to track and leverage each member’s strengths and areas for growth & maintain open door policy to stay on track. With an objective framework, you will succeed.

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2 Be specific and timely

When you recognize and reward your team members, you want to make sure that they know exactly what they did well and why it matters. This will help them feel appreciated and reinforce the desired behavior. To do that, you need to be specific and timely with your feedback. Don't just say "good job" or "well done", but mention the specific action, result, or skill that you are recognizing. For example, you could say "You did a great job in delivering the presentation to the client. You were clear, confident, and persuasive, and you handled the questions well." Also, don't wait too long to give your feedback, as it may lose its impact. Try to recognize and reward your team members as soon as possible after they achieve something.

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Guido Fiolka

Living Organisations ?? | Werde Gestalter:in der Transformation | Join our Living Community
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Ich würde gern mal in Frage stellen, was LinkedIn mit diesen KI-Flachheiten hier für Beitr?ge liefert. Für mich ist es reines Management yadda-yadda, das uns davon abh?lt, uns wirklich Gedanken zu machen, über das, was wirklich z?hlt. Lasst uns also nachdenken und Erfahrungen teilen. Lasst uns miteinander in Kontakt sein und unsere Erkenntnisse diskutieren. Hier gern ein Gedanke zu der Frage, die LinkedIn hier aufgeworfen hat: Es gibt kaum eine gr??ere Anerkennung und Belohnung innerhalb eines Teams, als wenn alle miteinander pr?sent sind, sich sehen, sich unterstützen, miteinander erfolgreich sind oder gemeinsam scheitern. Es ist diese Erfahrung von Gemeinschaft, die ein echtes Team wertvoll und lebendig macht. #livingorganisations

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3 Be fair and consistent

Another important aspect of recognition and reward is to be fair and consistent. You want to avoid favoritism, bias, or inconsistency that may undermine your credibility and demotivate your team members. To do that, you need to set clear and transparent criteria for recognition and reward, and apply them equally to all team members. You also need to monitor and track your team members' performance and achievements, and ensure that you don't miss or overlook anyone. Furthermore, you need to balance the frequency and intensity of your recognition and reward, and avoid overdoing it or underdoing it. You want to make your recognition and reward meaningful and sincere, not routine or obligatory.

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4 Be creative and diverse

Finally, you want to be creative and diverse with your recognition and reward. You don't want to use the same method or format for everyone or for every occasion. You want to vary your recognition and reward according to the situation, the achievement, and the preference of your team members. You can use different types of recognition and reward, such as verbal, written, symbolic, or experiential. You can also use different channels and platforms, such as face-to-face, email, social media, or online platforms. You can also involve other people, such as peers, managers, clients, or stakeholders, in your recognition and reward. By being creative and diverse, you can make your recognition and reward more engaging, memorable, and personalized.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Luca Marini

Global Communications and Marketing Executive | ESG, Reputation and Change Management | Journalist
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In my experience on top of the regular performance review and calibration processes the following forms of recognition should be intentionally leveraged: - peer to peer nominations for leadership awards to foster team spirit and collaboration - direct exposure to Top Management interactions to boost soft skills and project ownership - challenging assignments to stretch talents and accelerate learning

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Luca Marini

Global Communications and Marketing Executive | ESG, Reputation and Change Management | Journalist
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In my experience on top of the regular performance review and calibration processes the following forms of recognition should be intentionally leveraged: - peer to peer nominations for leadership awards to foster team spirit and collaboration - direct exposure to Top Management interactions to boost soft skills and project ownership - challenging assignments to stretch talents and accelerate learning

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How can you recognize and reward team members for their achievements?

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3

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5

1 Know your team

2 Be specific and timely

3 Be fair and consistent

4 Be creative and diverse

5 Here’s what else to consider

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How can you recognize and reward team members for their achievements?

1

2

3

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5

1 Know your team

2 Be specific and timely

3 Be fair and consistent

4 Be creative and diverse

5 Here’s what else to consider

Coaching & Mentoring

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