What are the most effective ways for a Mobile Technology leader to recognize their team's achievements?

At hedgehog lab we use an app called Leapsome which allows for a few levels of praise and feedback. You can praise a team member(s) which can go out to the entire company or just directly to member(s). But I like to also give immediate feedback directly in Slack. I find when discussing a new build it’s best to give feedback in the conversation as it’s happening. By not letting small moments pass you can keep up the energy and excitement of a mobile app project which often times can be lengthy.

I have seen many managers and leaders take it as granted and not realise the importance of appreciation, feedback or suggestion. It is very important to do it in a timely manner to motivate the team, improve their performance and not wait till the end. The team should be recognised for their work and make them feel heard and respected at events and team gatherings. It should be a regular practise.

Timely recognition acts as a motivational catalyst, creating a real-time connection between effort and acknowledgment. By promptly highlighting achievements, you not only celebrate success but also reinforce the behaviors you want to see more of. This approach transforms feedback into a tool for immediate improvement and cultivates a positive feedback loop within the team, inspiring a continuous commitment to excellence.

Showcasing your team's accomplishments externally not only elevates their recognition but amplifies the impact of their success. Sharing these stories not only boosts team morale but also positions your team as a source of inspiration and expertise. This increased visibility not only benefits your team members individually but also contributes to the overall prestige of your team within the organization and industry. It creates a positive ripple effect, fostering collaboration and knowledge-sharing across different teams.

I make a habit of trying to socialize positive experiences I have with staff on a weekly basis with our executive leadership team. Mainly it’s based on effort or professionalism but I believe it helps our executive team understand some of our rising stars as we normally don’t engage with every team member in our agency.

Customizing rewards and incentives demonstrates a nuanced understanding of your team's unique motivations. Whether it's financial recognition or non-monetary perks, aligning these incentives with individual and collective aspirations fosters a sense of appreciation and personal investment. This personalized approach communicates that you value each team member's contribution and are committed to nurturing their professional and personal growth, reinforcing a culture where everyone feels acknowledged and supported in their journey within the organization.

At a previous company the only time we got pizza was when someone was leaving. Senior staff got scared so they treated the staff in hopes they would think kindly of them. I called it reactionary pizza. Once I was in a leadership position there it was first thing I tried to change. I believe(d) our team should be getting rewarded when things go well, not when some one leaves or is fired.