How can you recognize and reward team members with exceptional time management or organizational skills?

One thing that has worked wonders for me over in setting examples for a good job, over the years is a quick spot recognition with a thank you note or a ready-to-assign certificate in front of the team. My first organisation had built a culture where any good work was spot recognised in front of the entire floor member including the cross-functional teams. It worked wonders to boost confidence and set a positive example amongst the team. The only caution is not to overdo it and appreciate the person with the actual work done which can really set a positive atmosphere and not go overboard. Appreciating in public and providing feedback in private has gone a long way in building trust amongst the team members.

I believe in acknowledgment of both the big and small accomplishments. If a team member is not historically great at something and I see they are making a real effort I acknowledge and praise that openly. We also reward top performers with special but small “prizes” during sales meetings. It can be as simple as creating budgets in the proper fashion using the right programs or helping another team accomplish a task. Recognizing others helps make a more collaborative workspace.

'Catch your team doing something right' So often we're caught up with correcting our peers and team, that we forget to appreciate that good that's already in motion. Something I've learned from Project Management and PMP studies, a right strategy is to 'Catch your team doing something right'. Instead to focusing and correcting something wrong, focus on what they are doing right - highlight it, publicly appreciate and encourage it / them. That, and food are always good team motivators :)

Une chose que j'ai trouvé utile c'est la planification. -Organiser le travail et mettre en évidence les priorités. -Définir des objectifs clairs -Utiliser les bon outils (logiciel, application..,ect) -Avoir une bonne communication c'est aussi très important. Comme indicateurs nous avons -Le délai d'exécution -La productivité -l'autonomie

it is very important in every organisation to give appraisal or reward to the team members for their hard work . We have to build up such a working culture in our organisation. Workers will not think about only the salary he must be passionate about what he is doing and love the job . For this we have to give them proper training and must recognise their work give motivation and rewards it will help others also to reach that level

'Coffee over conflict' That's something I've always found helpful. Instead of scheduling the formal, at-times boring 'one on ones' - Have a coffee. You'd be surprised how people are receptive to feedback when in a relaxed environment instead of a formal scheduled meeting that gets their defenses up. Your job as a team leader is to be an enabler, a mentor, and a well wisher who nudges the team in the right direction. And always, 'praise in public, evaluate in private'.

I find it very helpful to understand the difference between exceptional time management capability/ being organisational and working overtime or long hours. Working overtime does not mean that we are managing time well or being organised. It is important to recognise the team members, who are efficient with their time management and organised between work and their personal lives. Getting the balance right can boost their physical and mental health, which will enable them to be more productive contributors to the success of any business.

In my experience we must offer feedback promptly, preferably close to the time of the observed behavior or action. This enhances its relevance and effectiveness. If addressing areas for improvement, balance it with recognition of strengths. Constructive feedback is most effective when it acknowledges both positive and negative aspects. Create an environment for open discussion. Encourage your peers to share their perspectives and thoughts on the feedback. Connect your feedback to established goals, standards, or expectations. This provides a context and helps in aligning individual efforts with broader objectives.

In my opinion we must take the time to understand the professional and personal goals of your peers. This insight helps tailor rewards to what truly motivates them. Encourage a culture of peer-to-peer recognition, where team members can nominate each other for achievements. This adds a personal touch to the recognition process. Implement formal recognition programs that acknowledge and celebrate accomplishments. This can include employee of the month awards, achievement certificates, or public acknowledgments.

It's so easy to plough on without pausing to celebrate, or say thank you. This doesn't have to be a big show, it can just be a simple gesture of recognition, or giving someone an opportunity to showcase what they have learnt.

'Celebrate the little-big-things' The teams in which I've performed best, are the teams that are looking for any good reason to celebrate a success, no matter how seemingly small or big they are. A team where you celebrate, take the time to reflect on what went well and what can go better the next time, are the teams that are high-performing. One thing we have to realise is that no one wants to not perform well, some just need the right direction and some guidance. Always fit the time in to celebrate any and all milestones ;)

Celebrate successes publicly, whether in team meetings, through email announcements, or on a shared platform. This recognition boosts morale. Tailor your acknowledgment to each individual's preference. Some may appreciate a public shout-out, while others might prefer a more private acknowledgment. Frame lessons learned as opportunities for growth rather than failures. Provide constructive feedback that emphasizes improvement. Facilitate open discussions about challenges faced and lessons learned. This promotes transparency and allows the team to learn from each other's experiences.

One of the most overlooked facts in recognition programs has to do with those who give the recognition. One of the most successful programs we ever did was to recognise those peers who gave the recognition! Recognise the recogniser multiplied the impact and create a ripple lasting effect that reinforced the new culture !

[Quietly laughing] so many leaders saying one thing and, often unconsciously, doing another. It takes an almost super-human self-awareness to get it right all the time. However, the near ‘celebrity’ status of top leaders within a company can have a positive effect on adoption - or otherwise - of systems and ways of working. Often marginalised apps/platforms (think Teams, Slack, monday.com etc) will see a huge bounce in users if the COO or CFO suddenly start using & promoting.

Things to consider when trying to recognize those associates, first look at the initiative (are they self starters, do they come in with the mindset of what they need to accomplish and set there goal to surpass it). Are they reliable in that they are going to complete whatever task they have? Do they have the humility to fail at something and admit it, but use that experience to learn and grow to use there minds to evaluate and come up with a better if not more efficient way to achieve their goal to complete. Todays workforce is loosing what the meaning of a good work ethic is, to many today just want to earn a paycheck by showing up. To recognize those that show the drive and passion to help customers and your company not just themselves.