What do you do if your team members need recognition and appreciation?

When my team members need recognition and appreciation, I prioritize creating moments that celebrate their achievements and contributions. This includes both public acknowledgments in team meetings and personalized notes that express genuine gratitude for their hard work. Implementing a 'kudos' system or a peer recognition program can also foster a positive culture of appreciation within the team. Moreover, offering opportunities for professional growth and development serves as a long-term form of recognition. It’s crucial to ensure these gestures of appreciation are sincere and tailored to what each team member values most.

personal and heartfelt compliments can be incredibly impactful in showing appreciation for a team member's hard work and achievements. When giving compliments, it's essential to be specific and genuine, highlighting exactly what the team member did well and why it was significant. This not only reinforces positive behavior but also makes the team member feel valued and motivated to continue performing at their best.

If your team members require acknowledgment and appreciation, it's imperative to implement effective recognition strategies to foster a positive work environment and enhance morale. Firstly, establish a culture of recognition by regularly acknowledging individual and team achievements during meetings or through personalized messages. Secondly, offer tangible rewards such as bonuses, incentives, or professional development opportunities. Additionally, encourage peer-to-peer recognition to empower employees to celebrate each other's successes. Lastly, solicit feedback from team members to understand their preferences regarding recognition and tailor your approach accordingly.

Public praise: During team meetings or company townhalls, highlight a team member's accomplishment or contribution to a project. Sincerity is key: Make sure your recognition is genuine and heartfelt. Personalize it: Consider what would be most meaningful to each team member. Timeliness matters: Recognize achievements sooner rather than later. Make it a habit: Regular recognition shows your appreciation isn't a one-time event. This can create a culture of appreciation that will motivate your team members and keep them feeling valued.

Whether it's during team meetings, through company-wide communication channels, or at special events, publicly highlighting and celebrating team members' accomplishments can not only make individuals feel appreciated but also inspire others to strive for excellence.

Public recognition boosts morale. Acknowledge achievements in team meetings or company channels, highlighting the individual's impact. This shows appreciation and sets an excellence standard for others.

Recognition in teamwork, I believe, has several advantages, the most important is the effect on the person recognized, it usually has an emotional effect, also intellectual, since it reinforces the person's attitude and commitment. And what happens to the person has an impact on the entire team, motivates members and strengthens the culture of collaboration. Recognizing individual and collective achievements fosters a positive environment, increases productivity and increases talent retention.

Whether it's through an employee of the month award, performance bonuses, or additional time off, rewards offer a clear incentive for continued excellence. This not only recognizes individual contributions but also reinforces a culture of achievement within the team

In a diverse remote team, I have found that asking each team member what recognitions means for them has helped me identify the proper reward system for each. For some it could mean an email, for others as simple as a call out during a 1:1 meeting. For others it might be getting exposure to executives during an All-Hands meeting. For some it will be monetary, and you may or may not be able to solve for it. Seek clarity in what you can control within the system and what is outside of your control.

Consider implementing a recognition app like Bravo. Apps like Bravo provide a platform for employees to give and receive peer-to-peer recognition for a job well done, celebrating achievements and reinforcing positive behaviours. Recognition apps like Bravo offer several benefits for teams: Easy Recognition: Bravo simplifies the recognition process. With just a few clicks or taps on the app, employees can easily send out recognition to their colleagues. Increased Engagement: Recognition fosters a sense of appreciation and belonging, which in turn can boost employee morale and engagement. Value Alignment: The app can be configured to highlight company values, thereby ensuring that recognition is aligned with the values of the organization.

In my opinion, it is not what if. It is rather a direct thing to do. Every team member deserves to be recognized and appreciated for the work that they put in. Doing so and doing it often makes them feel loved, and their input cherished, and encourages them to do more. That way, the team grows effective, efficient and achieves its set goals.

The system of consequence management is very important when it comes to managing people. Once clear objectives are set ,there needs to be an emphasis on reward for achieving goals and praise shown for this . I believe it motivates the team . In the same light, it's important where there is slack it is also called out and a clear correction done privately, so its not a norm.

Don't ever neglect the power of a well-executed 1:1. Most people want to be seen and appreciated for their efforts, and as a 1st line leader, you're uniquely positioned to provide both. Make time regularly to give kudos, feedback, and to receive feedback on a regular basis. That'll go a long way for team members at any level of an organization.

Regular check-ins offer continuous feedback and recognition. Discuss performance and goals, and express appreciation for ongoing work. These meetings show you're invested in their well-being and career.

Celebrate team milestones with lunches, outings, or get-togethers to mark achievements. It shows appreciation for each member's contribution and strengthens team bonds.

Something else to consider may be your team member is not feeling valued or appreciated because they are not given the opportunity to excel in where their strengths are. Learn what particular strengths each person on your team excels in and find ways for them to utilize them on particular projects or to help team process. Having the opportunity to shine this way will make them feel appreciated and fulfilled. We used Clifton Strengths tests to pinpoint our team’s top 5 strengths. It has been a game changer

In many cases, I compliment them personally and then publicly recognise them. In some instances, I convey my appreciation only in person. I do this not just for my team, but other allied teams too. When I appreciate in public, I mostly share it with the larger team at our workplace. There are a few occasions when I choose to express my appreciation on a public platform outside the organisation. LinkedIn is one such platform. Not many share appreciation on a professional platform such as LinkedIn as they feel their competitors may take the cue and try to poach the individuals recognised here. I have never shied away from doing so nor worried about losing talent because I've declared their value on an external platform.

We add Leaders need to remember everyone is different... They accept feedback different, so we adapt. It makes sense that praise/ recognition is in the same boat. One agent enjoys public recognition while another dreads it! Ask your agents ("get to know" you practices are great for Ishida their style).

In an organizational change in which I lead the team who was in charge of implementing the strategy, we decided to give information and participation to the operators of the department where we decided to initiate the change. We held a weekly meeting to review progress in which the sector operators and the heads of the sectors involved participated. After presenting the results, a brainstorming session was generated looking for solutions. A record was made and published with the suggestions, the name of the person who had made them, the actions, dates and those responsible. The hits were published in the same way. The workers made the change their own, so their commitment and involvement, as well as the results, were outstanding.