How and Why To (Properly) Acknowledge Your Teammates
Govert van Sandwijk
Executive Team Coach?| I help senior leaders build motivated & collectively intelligent, high-performing teams with a unique coaching approach that unlocks peak performance while building an award-winning culture.
Hi friends,
One of the most overlooked ways to motivate others is also one of the simplest.
While you can learn LOTS about the science and theory of motivation, there’s so much more to be said for the “little everyday things”
What do I mean?
It’s all about acknowledging your teammates:
Never underestimate the power of recognizing your co-workers and their efforts.
If you ask me, a little acknowledgment can be one of the strongest bricks in the foundations of a thriving workplace culture .?
It’s as straightforward as showing that you notice and appreciate those around you, as well as the things they do.?
And there are three important ingredients of recognition as I see them:
Why Recognize Your Teammates?
What’s the rationale for: “I appreciate your efforts?”
You accomplish pivotal things by recognizing your teammates and their efforts:
Validation and Affirmation: When you acknowledge others, they feel psychologically fulfilled and encouraged to maintain or improve their performance. A simple show of appreciation is reassuring, showing those around you that you notice and appreciate their work.?
In a Nutshell: Try to regularly validate and affirm your teammates contributions. It’s how you build a sense of security and belonging within your organization.
Boosting Self-Esteem:
Do you know that “feel-good” sensation you get from celebrating wins? That’s because recognition builds confidence in your team. A self-esteem boost can be game-changing for daily productivity and enhance collective commitment to bigger goals.?
In a Nutshell: Try to celebrate both small wins and major milestones. (Tip: use a mix of tangible rewards and meaningful compliments !)
Reinforcing Desired Behaviors:
Recognizing desired behaviors reinforces them, making others more likely to repeat them. It’s plain old behavioral reinforcement, which shapes a work culture that aligns closely with your organization's goals and values.?
In a Nutshell: Use recognition to reinforce desired behaviors and align them with your organization's values and goals. For example, acknowledge your team's collaborative effort to celebrate their achievement while simultaneously setting a standard other teams can aspire to.
Social Component of Recognition:
Recognition also has a social component; it's about the individual as well as how it influences their peers. So, you can spark healthy competition among your team when you acknowledge others publically. That will propel them to support each other's achievements.
In a Nutshell: Acknowledge others publicly to encourage positive competition within your team.
How To Do It
Forget that half-hearted “Good work” and meaningless golden stars our teachers used to give out in primary school.?
This is the part where you learn to recognize others and their efforts in a way that will strategically move the needle for your organization and its culture.?
Here are my tips:
1. Tailor Your Recognition
Every co-worker has distinct motivational triggers, and recognizing this helps you significantly enhance the impact of your recognition. Consider your teammate’s personal preferences, role, and contributions.?
→ Example: Introverts might prefer private acknowledgments, while public ones may work better for extroverts.?
2. Be Regular?
Consistency = Credibility + Effectiveness.?
Your teammates are more likely to feel genuinely valued with regular, rather than sporadic or arbitrary “rewards of recognition.”
This means being timely, specific about the achievement you’re celebrating, and consequently reinforcing positive behaviors immediately.?
→ Example: “I truly appreciated how smoothly you facilitated the breakout groups in today’s meeting.” And after the next… “You continue to outdo yourself coordinating our cross-functional meetings, so they run like clockwork!”
3. Balance Motivation Types?
Extrinsic rewards = Immediate gratification. Think bonuses or time off for amazing work.
Intrinsic motivators = Longer-lasting impacts on your colleagues’ drive. Like a sense of personal accomplishment or recognition.?
Balancing these two types of motivations is how you optimize performance more effectively than relying solely on one form.?
→ Example: Encourage self-driven goals, celebrate these personal achievements, and leverage tangible rewards.
Over to You
Do you think showing more recognition would improve your leadership style?
Ask yourself these reflection questions and see how you feel:
So there you have it—recognition could be a powerful tool in your leadership arsenal.?
What is one step you can take to start leveraging it?
Hit me up with a DM and let me know!
— Govert
Helping Executives & Entrepreneurs get Exposure on LinkedIn ?? | Founder @ LockedIn Labs | VP of Global Media at Social Boost
5 个月Very helpful! Govert van Sandwijk ?? I’m definitely going to read your digest for more insights. As for my own strategy, I’ve been focusing on personalized thank-you notes and shout-outs during team meetings. Looking forward to integrating some new ideas from your Professional Closeness Digest! ??
I help teams/organizations improve communication & culture, building social & emotional skills at enterprise scale ?Keynote speaker | OD advisor | executive coach
5 个月Your insights on recognition and tailoring it to individuals are spot-on. Govert van Sandwijk
CEO // Entrepreneur // Growth Strategist // Revenue Model Expert // Insurance Whisperer
5 个月Well said! Govert van Sandwijk Acknowledging teammates' efforts is indeed crucial for fostering a motivated and valued team. ?
CFO @ Clover Health | Value Creator | Strategic Finance, IT, Supply Chain & International Leadership | Ex @yahoo @theweathercompany @GE @EY | Business Transformation | Scaling Disruptive Tech Companies | Board Member
5 个月Interesting! Govert van Sandwijk Looking forward to reading more in your digest! ??