Step 7 Let's learn to say THANK?YOU

So we reached the end of this path with this team, it was a nice tour. In the previous step we were working on the commitments and delegation (if you want to read the full article click HERE) and, if you want to read the guide with the 7 full steps click HERE

let′s go with the last step after having gone through these different instances it is time for the team to learn to do something that at first it′s hard: give us a moment to congratulate, consecrate, recognize the work of the other or, simply say Thank you to Someone who helped us, inspired us, listened to us.

For the latter I used the KUDO CARDS of Management 3.0. (This dynamic consists of printed cards to be able to thank and congratulate each other recognizing our colleagues)

Example of Kudo Cards

In the case of this team, according to the Covid-19 context, instead of doing the dynamics in person, we did it online and collaboratively, using the “Miró “

Implementation example

?In this team, none of the members had a deep-rooted habit of thanking, celebrating, and recognizing the work of our colleagues, so the first dynamic was a little slower at first until we managed to break the ice in a very simple way, I started thanking them. , recognizing their work, their effort, their attitudes, paving the way for them to open up and allow them to share these moments. Once this was done, it became customary in each retrospective dynamic to leave the final minutes to make this dynamic to thank and recognize the work, the effort, the human quality and, above all, the sharing of all the time we share

As a result, not only did the team feel more motivated, committed to the team and the organization, but now the habit of giving thanks and recognizing the work was generated without having to wait for an instance of kudos in retrospect, but when someone did feel it does. And finally, and I think it is the greatest achievement at the organization level, is that the team feels the need for the kudos to exist at the corporation level and that they can thank and celebrate other colleagues who are not necessarily on our team. (this point has already been raised to HR)

I want to take a few lines to mention the learning in this dynamic, it is incredible how the team changes with this dynamic, how powerful this activity is for a team, how they end the meeting with positive, pleasant energy and no matter what we have been talking about during the retrospective. As this dynamic, I apply it every 2 weeks (sometimes with a variant as apart from kudos giving away virtual chocolates, cake slices, pizza) I usually make changes and ask for feedback on the implementation and be able to improve it every 2 weeks and the next thing I would do is have team members create their own Kudos cards.

We have reached the end of the road, of this beautiful learning (both internal and external), I hope you have enjoyed this see you soon !!!