How do you recognize your employees for their achievements?

'Recognition' is almost always associated with 'performance' and 'achievement'. It doesn't take into account the 'journey' to get there, as a result a lot of people who genuinely put in efforts go 'unrecognised'. I think leaders need to spend more time in understanding, guiding, motivating throughout the journey. Because at the end when there is achievement, there will be many to 'recognise' - colleagues, bosses, HR; but the employee will acknowledge the leader who helped him/her get there. It's easier for organisations especially bosses and HR to 'recognise' an achiever but it takes a lot of effort to be part of his/her journey!

Recognition and appreciation are vital for empowering your team. When someone’s hard-work is rewarded and supported, they are highly motivated and inspired. This increases their confidence, and productivity. They try to become efficient and effective. Some ways to give recognition employees for good work are: Certificate of appreciation, an award or plaque, some gift certificates and gift hampers, a gift certificate to a restaurant or an amusement park, gift card for shopping, a free parking, movie tickets, hang their picture on the notice board as an employee of the month, even a subscription from LinkedIn Learning. All these things will encourage employees and other workers to try to make the winners list and be rewarded and recognized.

Immediate and personalized feedback is key. Waiting for quarterly or yearly appraisals disconnects real-time accomplishments from recognition. Immediately engaging directly when employees excel, discussing their impact and the 'why', in my experience, has been impactful. Timeliness and relevance often matter more than grand awards (although awards are another part of the feedback loop). Recognizing individual contributions promptly resonates from executives to middle managers. Immediacy, personal ties, knowledge, and positive aspects—all shape effective feedback. This approach isn't confined to once-a-year assessments. It's continuous, impacting, and people-centric.

Recognition shouldn't be reserved for major project milestones; it can be seamlessly integrated into day-to-day team interactions. When I witness exceptional performance from a team member, I make a point of promptly reaching out via chat or email, employing the SBO model - Situation (S), Behavior (B), Outcome (O). For instance, when a reserved team member actively contributes in a meeting, I acknowledge the situation that demanded their expertise (S), applaud their outstanding communication skills (B), and underscore how their input directly led to a successful resolution of the discussed issue (O). This approach offers employees tangible, specific, and timely recognition, fostering a culture of consistent excellence

Make it simple: recognized them on the spot. Not by what they achieved, but how they got there. They will remember that moment, more than you will ever know. And they will do it to someone else too.

The best affirmation is organic, and in the moment. I don’t think you want to spend time strategizing about which channel you used to affirm someone. When you feel it, say it, or do it! Authenticity is more important than spreading your praise and recognition across channels. Building a team is not an esoteric marketing exercise. It relies on trust, and trust is built by being honest and real with people.

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, another aspect to consider is implementing a peer-to-peer recognition program or encouraging a culture of employee-led recognition. By empowering employees to recognize and appreciate their colleagues, you create a supportive and collaborative environment where positive reinforcement comes from multiple sources. This not only lightens the recognition burden on managers but also fosters a sense of community and teamwork among employees.

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.

Express your joy - 1. Visit some places with your team 2. A short game may make a big difference 3. Love what they love

I had a colleague who commuted four hours a day by train, worked two jobs, and was a full-time student. I had all of her friends (myself included) write Thank You Cards expressing their pride in her accomplishments. She broke down crying because she felt like her own family wasn't recognizing her but the community around her was. In all of my roles, I leave space for thank-you cards (providing the tools, markers, crayons, glue, glitter, stickers, templates, etc.,), shout out wall that anyone can write on, and prompts for my students to fill out. Words of affirmation go a long way!!

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.

As per Gallup, there’s a fact that when employees are recognised once in 7-10 days, they feel truly valued. It need not be an elaborated email or a fancy announcement. A simple “well done for the effort one has put in” can do wonders and highly motivate employees. I can totally relate to this fact as I tried this approach and it has shown positive results in productivity and employee engagement. Another tip is, on Fridays or alternate Fridays, an email can be sent out to the team members to tell them about what went well (for eg, during their sprints) and take the moment to appreciate some of them. This approach has also shown great results of employees being valued and motivated.

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.

Ask your team if they want to establish rituals. Like every other aspect of leadership, effective recognition of team members is fueled by what they want and need, not by the manager’s preferences. Change your focus from “Here’s what I plan to do about recognizing my team members” to “How do my team members want to be recognized?”

Getting your team's insights into the business' core values when designing them is a great way to ensure values are 'sticky.' Co-creating with the team what the business stands for and what the values are generates values-behavior alignment. Be intentional about engaging on what business behaviors are not acceptable. Be ruthless about rooting out unacceptable behaviors. Microaggressions and other negative conduct quickly demoralize a team and result in actions that go against business values and goals, thus those behaviors should not exist.

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.

Absolutely agree that the rewards should be aligned to goals and values. In addition, make them relevant to the individual. What seems a great award for the giver may have zero value for the receiver. And hence, the effort is a wasted effort. For example, a reward of a promotion with higher responsibilities and a transfer to the company's HQO may be a really prestigious thing but for the receiver, it may be the most distrubing thing to shift his or her family and go thru the issues of relocation. Therefore,personalizing a reward is very essential.

???? 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. ???

Align recognition with your values and goals. Recognize employees for actions that matter to your team and organization. Highlight behaviors that reflect your core values and contribute to strategic objectives. By doing so, you reinforce desired outcomes and demonstrate the impact of their work. Remember to recognize yourself too, setting an example that inspires your team. Let's create a culture of purposeful recognition, where every acknowledgment reinforces our shared vision and motivates us to excel. Together, we can unlock the potential within our organization and drive long-term success.

?? Instead of generic compliments, pinpoint the exact actions or results that deserve recognition. This shows that you not only noticed their efforts but also understand and appreciate the impact they made. ?? ?? Celebrate publicly and privately! ?? Publicly acknowledging your employees' achievements boosts their confidence and inspires others. However, remember that some may prefer private recognition, so be sure to tailor your approach to each individual. By being sincere, specific, and thoughtful in your recognition, you create an environment where employees feel valued and motivated. So, go ahead and let your appreciation shine! ??

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.

Speaking from the heart resonates with me. Even when you are quick to criticize or make the wrong decision - it is never too late to pull back and admit your mistake. An apology is not beyond anyone's vocabulary - no matter where you sit in the organization. The higher you sit, the more impact those words have. Peel back those layers, those fancy titles, the experiences, and all you are left with are human beings trying their best to work together for positive outcomes, individually and collectively. We are told to be a certain way at work versus outside of work, but I'm challenging that view - a little empathy goes a long way.

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.

Fellow leaders, remember - sincerity can't be faked. When you give praise, mean it. Authentic appreciation can build trust like nothing else, and trust is the bedrock of high-performing teams.

We should not assume our recognition efforts always hit the mark. Encouraging employees to voice their preferences ensures our recognition strategies stay effective and valued. Furthermore, understanding employees' challenges and aspirations allows us to provide the support they need for growth and success, taking our recognition practices a step further.

?? 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.

Handwritten notes go a long mile. Every month, I write my employees a handwritten note about a specific action or behavior that I valued during that month. They all wait for it, and most of them showed me where they keep them, and how valuable they find them and look forward to their note every month. Handwritten notes show that: - You care - You were aware of what they did - You value them as an individual Start writing some appreciations.

As a team it’s imperative feedback communication happens both ways. Asking for feedback from your teammates will only help improve the relationship between you and your team. Once you receive the feedback, taking action on it when possible is just as important as the feedback itself.

Take the time to ask your colleagues how they like to be recognized. Not everyone likes to be recognized in the same way. When you know how people like to be valued and seen, it makes thanking them for their contributions all the more meaningful.

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......

I think, the most powerful way is to share recognition spontaneously and genuinely. Let's say, you know someone did a good job or got great idea. You pass by, stop for a while and say (depending on situation): - I heard / I see you're coming up with something special. Can you show me what it is? Good formal recognition with signs of appreciation are good. But when you show sincere interest, it feels warmer and more encouraging by an employee.

One way I work to ensure employees are recognized is by creating a peer recognition program. Recognition from leaders is valuable but there is also value in being recognized by our peers. We tie this into the core values of business to further drive the core values being more than words on a wall. How do we implement this? 1. The manager kicks off the first recognition by selecting a team member for a great job and showing how the accomplishment is in sync with a core value. 2. The team member that was recognized now becomes responsible for selecting the next team member to be recognized. This team member chooses the next person and gets to make the announcement company-wide.