It’s just as important to acknowledge the teams you work with, as
it is to give individuals the recognition they deserve.
But, somehow, because of human nature, and sometimes a lack of
proper management, you can end up with team dynamics that impede feeling good
about team recognition.
For example, team members often
ask the questions, “What if one team member
doesn’t pull their weight on a work project and yet their included in the team
many issues crop up with team-based recognition. What are you supposed to do?
How can you give people on teams proper recognition?
There is a lot that can go into writing a recognition strategy so I thought I would outline some of the structural elements that you can draw upon to create a complete recognition strategy.
In my Recognition Strategy Model® approach to facilitating a written Recognition Strategy, I am a firm believer in formulating a Recognition Purpose and Recognition Philosophy statements.
I feel these become the North Star for leaders and employees to look at, understand immediately what they mean, and guide your recognition practices, rituals and programs.
So let’s take a look at the many components you may choose to include in crafting your organization’s Recognition Strategy. (more…)
If you’ve rarely received positive feedback or expressions of affection from your family growing up, then you may have a hard time giving recognition in the workplace.
Or perhaps you were not the most stellar athlete at school and did not have top academic marks warranting any special awards.
When you haven’t received much recognition as a child, youth or young adult, you can easily lack confidence in acknowledging and praising those you work with.
That’s when giving people recognition ends up as another item on the “To Do” list that never gets done.
You can almost fear giving people recognition.
Today I will give you some pointers on how you can gain confidence to overcome your fears. I will show you how to give meaningful praise and recognition. (more…)