Great Place to Work? Middle East的动态

Recognition is just one of the main key qualities that make a company a great place to work. Take a look at what the other four qualities are. https://dy.si/RhME8k2

Are award ceremonies still relevant? Awards season is here, and it's more than just a chance to dress up. Celebrating success boosts morale, fosters a culture of healthy competition, and creates shared memories. It’s a strategic part of our culture, marketing, and staffing plans. We believe in the power of impactful award ceremonies. Recognising achievements and celebrating success inspires excellence and energises teams. It’s also a great way to showcase your work, vision, and values to a wider audience. If you've been dwelling on putting together a list of award categories that recognises the success of your team and need the nudge to tell you it's a good idea...consider yourself nudged! https://lnkd.in/epScAwex

?? Getting ready to co-lead a workshop about how to do recognition really well at work, with one of my favorite clients... and its got me thinking about what's really underneath recognition. Imagine this: You pour your heart into a project, solve a challenging problem, or support your team through a tough deadline. Then someone says, “I see what you did there, and it made a difference.” That just feels good, right? Recognition isn’t a “nice-to-have” in the workplace—it fuels engagement, motivation, and connection. It says to someone, You matter. Your work matters. ?? Research tell us that employees who feel recognized are: ? More likely to stay engaged. ? More committed to their team and organization. ? Inspired to go above and beyond. But recognition is most powerful when it’s: ?? Specific: Highlight the “what” and the “why.” (“Your attention to detail on that report made the presentation seamless.”) ?? Personal: Speaks to someone's unique contributions. ?? Timely: Don’t wait for formal reviews—acknowledge efforts in the moment. It's also not just for big wins—it’s about celebrating progress, effort, and impact. A simple “thank you for your insight during the meeting” can turn someone’s day around. ?? What are your recognition tips and tricks?

Before the end of Q2, I want to hurry up with the news from the previous quarter. I was honored to be named the Marketing Team’s Key Player of Q1! ? Screenshot with my grateful, happy face, eagerly awaiting this post for almost 3 months ?? ?? This recognition has truly inspired me, and it got me thinking about the power of appreciation. Our recent launch of the internal recognition hub really highlighted how important it is to foster motivation and a positive culture among the team. Creating a culture of recognition isn’t just a checkbox for the Employer Brand; it’s an integral part of a thriving team where everyone benefits: ? The company gains a high-performing, loyal workforce. ? Team experiences a boost in motivation and job satisfaction. So, here’s a little reminder for all of us: don’t wait until the end of a project to give props. Celebrate those small wins too!

?? One thing I’ve learned in the past few weeks is that recognition goes a long way. Whether it’s a simple thank you or a public shoutout, showing appreciation can have a huge impact on morale and motivation. In today’s fast-paced work environment, it’s easy to overlook the small wins. But those moments of acknowledgment can make all the difference in building a positive company culture. Take a minute to celebrate your team's achievements today—it matters more than you think! ?? ?

?? "Shoot for the stars; even if you fail, you'll land on the moon." ?? This is a mantra I carry with me wherever I go and whatever I do. ?? One regular working night, my manager brought me a shocking news. She told me that I would be receiving an award at one of the company's biggest, most glamorous rewards and recognition events, held annually. (I mean, it's normal to be a bit shocked, right???) Fast forward to the big night—there I was, on stage, receiving the "Top Performers" award ?? . I felt proud to be one of the few recognized in my function. But wait, there's more! I was stunned—frozen for about five seconds, as if time itself had stopped—when the host announced my name again, this time for the "Best Associate" award. ?? To me, this was like the "best of the best," the equivalent of a pageant crown in a lineup of top 10 finalists. (I’ll admit, I had my own "crowned moment" there. ??) Looking back now, I realize these awards are just milestones, not the end goal. They’ve brought me three invaluable takeaways: ? I've learned critical skills to help the team reduce their "more" to "less." ? I've mastered the fundamentals of designing processes that actually work. ? I've learned how to execute and align my projects, initiatives, and ideas with company values and strategic goals. So yes—always shoot for the stars! ? P.S. Now, I want to give back in a meaningful way. I’m looking to pass the baton to a few exceptional individuals ready to make a change. I’ll only be working with a select few – this is about quality over quantity. Stay tuned – details to come for those ready to take on this journey.

I saw a recent post from an executive (a former CEO) who had received a couple of different lifetime achievement awards from the industry he spent his career in. The executive said he was honored and rightfully gave credit to the employees of the companies he led. That’s all well and good but making sure those people are recognized at every opportunity is more important. I know someone who traveled all over the world for several years accomplishing major goals for their company. Their EVP even accepted an award overseas for all that work at a major industry event. Great, right? Well, except for the part where he came back to the office, showed off the award to his staff and said, “Does anyone know what this award was for?”. Don’t be THAT executive. The one who doesn’t have a clue about major projects your teams are working on and how long and how hard they’ve been working on them. Likewise, don’t be a direct report to that executive who fails to make sure they know what their people are doing and how it’s contributing to the company. There are things that separate the great bosses — the ones employees all want to work for — from the ones that make people want to work somewhere else. Recognizing the accomplishments of the people who work for you as they’re happening and being openly thankful for the way those accomplishments reflect on you is at or near the top of the list.

At Winston, accountability isn’t just a buzzword—it’s a fundamental principle guiding our interactions with employees and partners. It’s the thread weaving through our company culture and driving our commitment to excellence and integrity. We are dedicated to our agreements and to the shared goals we are working towards. This commitment to accountability helps us build enduring partnerships that are based on trust and shared success.

How does your manager express recognition for a job well done?

Lately, I have seen a trend in our office (especially when it's appraisal season). It's about recognition at work. Don't get me wrong, it's awesome to feel appreciated. But should we be asking for gold stars for just showing up? Here's my take: Recognition should be reserved for the truly exceptional moments – those times when someone knocks it out of the park or goes above and beyond. And not simply for showing up on time and doing the work we are paid for. It's on us and the management to put this thought across and keep people's expectations in check. It is our job to guide the way. I know I am going to get a lot of flak for this post. But what are your thoughts on this balance between acknowledgment and the daily grind? Let's dive into the conversation! ???? #WorkplaceRecognition #HRInsights