8 Ways to Show Appreciation and Recognition to Your Team
Remember that 1996 Tom Hank’s movie, “That Thing You Do” with Tom Everett Scott, Liv Tyler, Charlize Theron, and Giovanni Ribisi?
The movie was about a 60’s high school band called the Oneders. It was pronounced ‘wonders’, as in, “I ‘wonder’ what happened to the ‘Oneders’?” The Oneders / Wonders played in a high school talent show, were discovered by a talent scout, put into a music circuit tour, recorded a single on vinyl 45, and climbed the billboard charts. The band went through typical band drama, guided by the irascible Mr. White, played by Tom Hanks. Spoiler alert; in the end they disbanded and became a one hit - wait for it - ‘wonder’. If you have not seen it, I recommend it as a fun date movie.
At one point in the movie during a local variety show, the show boss Vic Koss, played by the talented Kevin Pollak, was irritated during the production because something back stage wasn’t going just right. He screamed out, “Who am I not paying?!” Someone’s head was about to roll and everyone knew it. His staff jumped to action.
The scene stuck with me because I was both impressed by the power of the man in charge and fearful of ever working for someone who treats people that way. I wanted to be him and avoid him at the same time.
This all makes for great drama in a movie but bears no resemblance to real life. There is no such thing as an overbearing angry boss who remains successful for long. People will not work under those conditions indefinitely. Nor should they.
A team will work more unified, purposefully, and loyally if they are appreciated and recognized by leadership. People need to know their hard work and sacrifice is appreciated. When they win, the reward they want most is recognition. People who are both appreciated and recognized will stay and thrive. Plus, it is the right thing to do.
You really like and respect your team. You really appreciate their hard work and creativity. But what if your team sees you as Boss Vic Koss? As a leader, how do you show your team how you really feel? How do you show appreciation and recognition?
Here are eight ways I have learned to show my team how I really feel.
1. Say thank you. A lot.
Have you ever met the nicest person? Someone grandmotherly? They have a sweet temperament, make pie, and call you ‘dear’. They will sweetly thank little Johnny for his poop in a paper bag.
That is not me. I feel thankful, but do not naturally express it. I can be thoughtless and take people for granted. And little Johnny had best be running because I am coming for him.
The good news is that people can change. I learned to say thank you. I said thank you for normal work. I said thank you for great work. I said thank you for bringing me copies and for holding the door. I said thank you so much that I said thank you to someone who accidentally elbowed me. We both laughed. Awkwardly.
Saying thank you can become an automatic habit through your own effort. It is worth it. If you have a real problem in this area, try the following. Sit your staff down and explain that you are really thankful for them but having trouble expressing it. Then challenge them: if they think you should have said thank you but did not, you will pay them ten dollars on the spot. Carry a wad of tens around with you because you will need them. After five days and as many hundreds of dollars, you will automatically thank people. It will be the best money you will ever spend.
2. Unexpected notes.
As an enginerd, I am a visual learner and thinker. Hearing thank you and seeing the words someone wrote are not the same to me.
Once in a while, I steal a pad of sticky notes and a black marker from someone in Admin. Sorry, that was me. I then walk around the office after everyone has left, from desk to desk, leaving notes of thanks, encouragement, or recognition. Everyone gets one. I put it on their desk or monitor in a way they, and anyone else, will not miss it.
This activity reminds me to be observant of my team, so I know what they are doing well and where they need encouragement. You cannot thank someone if you do not know what they have done.
Tip: If I only do this when I think of it, a year will go by. I am a busy and thoughtless nerd. I put this on my calendar for a reminder every few months.
3. The thank you note home.
You know when someone is totally rocking their job. They are on top of things, anticipating problems, and making your life better. You have noticed and want an extra powerful way to show both appreciation and recognition. That is the time to send a thank you note home.
I keep a stack of blank cards in my desk. They are fancy, unlike me, on good stationery and matching envelopes. They have a big calligraphy B on the front. B is for Bacon.
I use these note cards to hand-write a thank you note to the team member’s spouse, parent, or other loved one. Thank their spouse for sharing their family with your team. Thank their parents for raising such a great son or daughter. Your organization owes these people your gratitude. Seal it up and mail it. Do not tell your team member you did this. They will find out the fun way.
Several years ago, one of our team members was rocking his job despite the unfortunate distraction of his mother being sick with cancer. I wrote his parents a thank you note. After a heroic battle that I cannot fathom, she passed away at a local hospice facility. When the family was gathering up her clothing, they found something in her shirt pocket: my note to her about her successful son. She carried it with her for comfort during her last days. My note confirmed her son will be okay.
Tell me, do you think that team member understands how much I appreciate him?
4. The Bill Murray thank you.
We have a staff meeting every Monday morning. We keep it short but meaningful.
Saying thank you is meaningful. I use the projector to put up a slide of Bill Murray from the movie “Stripes.” He is looking and pointing right at the camera. The bold white text underneath says, “Thanks!” Bill Murray is epically funny, even as a meme.
While Bill Murray is pointing, I publicly thank one or two people who did me and the organization a service the week before. The public nature of the appreciation makes it recognition as well. It takes perhaps thirty seconds and is not a budget line item.
5. The $50 handshake.
A thank you is powerful. A thank you with Ulysses S. Grant is even more powerful. He was one of those presidents you would not want to fisticuff.
Slipping cash seems awkward at first. I feel like I am bribing someone. The cure is the look on the team member’s face.
6. The occasional gift.
One of our team members really rocked a company project. She saved both the client a lot of valuable time and our company a lot of money. Everyone won and was happy.
Because we spend time as a team, we knew she was looking at a new pair of downhill skis. She skis. I fall.
At the next staff meeting, we presented her with a new pair of skis. This act showed her that we appreciated her, recognized her win, and as an added bonus, it showed her we listen and care.
7. The Atta Award and the Wheel of Destiny.
Our company is famous for the Atta and the Wheel of Destiny. Everyone who visits our office wants to spin the wheel. If they restrain themselves, they are mature. If they cannot, I want to hire them.
At our Monday Morning Meeting, an outstanding act from last week is recognized. The act may be noticed by leadership or anonymously nominated through a suggestion-like box. That person (occasionally more than one person) will win an Atta Award, as in attaboy or attagirl.
The Atta winner will then spin the Wheel of Destiny. This Wheel-of-Fortune like disk is mounted on a stand and has multi-color wedges that can be written on with dry-erase markers. Prizes range from “Park in Bob’s Spot” to “Lunch with Bob” (respectively my least and most favorite), gift certificates, and up to $100 cold hard cash. Appreciation and recognition can be fun!
One unfortunate morning, three people won the Atta together, and each spun a Ben Franklin. I am still emotionally recovering.
8. Picture videos.
I make it a priority to take many pictures of our team as they work and during company events. After a year’s worth of pictures, there are plenty to make a slideshow video.
Picture video apps are plentiful on-line. Download one you like. Using the app, lay out the pictures into a slideshow and set it to music. This does not have to be a long task. I can usually do this in about two hours. Pick a song that represents both your company culture and how you feel about your team. Do not use “Wind Beneath My Wings,” because no.
Show the video at an annual company gathering, such as the Christmas party. Bring tissues.
Tip: Make certain that each team member gets play time. Make it roughly even if you can. No one likes their face up on the screen, but everyone looks to see they are there.
Bonus: Profit sharing and the bonus.
Do you give out bonuses in your company? Many do and that is okay. But, as Chris Hogan from Ramsey Solutions says, “Bonuses come from Bonusland.” In other words, most people who get a bonus understand that it is for a year of hard work but have no idea what specific actions led to the company doing well. If that is not communicated, they might feel entitled to the bonus. That is when people get upset if they get no or a small bonus. People forget the definition of the word bonus.
Instead, consider setting up annual organizational goals and preset bonus amounts if the goals are reached. The goals should be a bit of a stretch but attainable. At Main-Land, there are multiple goals with increasing amounts as the goals are reached. Show progress on a graph visible in house. Progress towards a goal that results in reward is extremely motivating.
Profit Sharing is another method of rewarding people for their good work behaviors. Figure out what metrics each team member needs to increase in order to win. Then cut off a share of company profit to divide based on those metrics. The better the individual metric, the higher the profit sharing and the more of it they get individually. Profit sharing recognizes team members with checks and instills a real sense of ownership in the organization. Profit sharing becomes complicated, so be ready to dedicate some leadership time to this.
Showing appreciation and recognition boosts morale, reduces turnover, and increases incentive to produce. Business owners, leaders, and team members want all those things.
Even better, appreciation and recognition are fun and the right thing to do. It reminds us that people are not commodities but rather beings of high intrinsic value, worthy of earned accolades. With that mindset, focusing on the mission becomes more warm righteousness and less cold materialism. For that alone, people will follow you.
Robert “Bob” Berry III, P.E. is Owner and CEO of Main-Land Development Consultants, Inc., a land planning consulting company located in Livermore Falls, Maine. We don't take ourselves too seriously, but we take our client's land very seriously. Visit us at www.main-landdci.com.