Why Not Try Becoming a Leader as Cheerleader?
Mikaela Kiner
Founder & CEO | mom of happy young adults | author??| #bcorp | #womanowned | Graham & Walker investor | Startup Experts member | ex Amazon | ex Microsoft
Leaders are frequently reminded to give feedback (with an emphasis on critical feedback), manage performance (emphasis on low performance), and one of my least favorite sayings “hire slow, fire fast.” Of course we need to give feedback, offer support, and course correct when people are struggling. But let’s not overemphasize the need to give critical feedback when the majority of people on your team are probably performing on a scale of good to great.?
I spent time in more than one large company that focused to a fault on identifying the bottom x percent, to the extent that they completely? lost sight of a much more pressing question:?
“How do you continuously recognize and re-recruit your best performers?”?
People Need More Recognition
Some research on marital relationships suggests that a ratio of 5:1 (five compliments for every negative remark) is the right mix. And while there’s no exact formula that tells us how often employees need to be recognized, Gallup suggests that at least weekly is a good place to start.?
Unfortunately, managers are not keeping up. “At any given company, it's not uncommon for employees to feel that their best efforts are routinely ignored. Further, employees who do not feel adequately recognized are twice as likely to say they'll quit in the next year.”
Catch People Doing Things Right
By now you should be taking inventory of how much time and energy you spend with people across the performance spectrum. We’ve been trained to monitor, audit, and spot mistakes.?
What if you shift your mindset, and instead try to catch people doing things well? When you see it - say something! Speak up, and be specific. Congratulate them on a job well done - how they ran a meeting, or the way they navigated a difficult decision. Praise and recognition come in many forms, often with little or no financial cost.?
Did someone on your team do a great job today? Trying thanking them using any of of these:
A Worthwhile Experiment
Several months ago I realized the Reverb team was running like a well oiled machine. People had good instincts, were using judgment, and taking fantastic care of each other and our clients. Yet they were often self critical, feeling like they could do more, or over emphasizing even the smallest mistake.?
That’s why I recently made it my mission to become their cheerleader. Rather than just smiling to myself when I saw someone complete an important milestone or make a game changing suggestion, I took the extra step. I thanked them, made good use of the clapping hands emoji ??????, and did my best to share affirming thoughts like “great idea” and “you’ve got this” out loud in team meetings.?
My goal is that this won’t be an isolated experiment, but will soon become a habit. Well placed praise doesn’t cost you anything yet it can be incredibly meaningful especially to people who hear from you less often. As the Galup article I mentioned earlier rightfully says “Great managers know that they can never give too much recognition as long as it's honest and deserved.”
Investing in the Future by Investing in People
1 年I've said it a million times and I'll say it a million more, encouragement and kudos are free to give and the ROI is astronomical. When a deserving employee feels appreciated, they will give their all. When a deserving employee feels unappreciated they will quietly resign. A colleague mentioned to me recently that one employee was excelling and another was not; so they were going to take the tasks away from the employee that was not and give them to the employee that was (thereby increasing the workload of the more successful employee). This is not a way to reward a job well done. We talked it over and they decided to rethink the successful employee's current situation and promote them, while delegating some of their workload to others. The successful employee was thrilled and has become an effective, efficient, and encouraging manager of others! Win-win!!
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1 年Love your perspective - catch people doing something right. It's served me well with my family and at work. In addition to recognition in the moment, I try to capture a specific observation or two for 1:1's to either re-iterate what was positive or create even broader recognition of positive contributions.
Founder | Organizational Effectiveness Consultant | Leadership Coach | Board Member | Published Author | Culture, Strategy and Operations Expert
1 年It's so true! There can never be enough appreciation expressed!