As we are about to enter the season of festivity and celebration it reminded me of the need to ensure we celebrate success, achievements or just continuous hard work throughout the year rather than just at set times.
In the work I do coaching leaders at all levels of the organisation I encourage them to routinely catch people when they do the right things and behave in the right way as this has a dual benefit. Firstly, everyone feels good when they get some positive feedback and recognition plus when we acknowledge that we have noticed someone getting good results, behaving in line with company values or in a professional way it reinforces the message that we want to see more or similar in the future. Most of us have experienced the way that if you laugh or acknowledge a small child behaving in a certain way they keep doing it to get a similar response. As adults it is no different we still like to please those around us.
The way in which you choose to celebrate success however must be individual and meaningful to the recipient and this is where the skill lies. It takes time for leader to get to know each member of the team especially if they have a wide span of control. In my experience this is time well spent understanding each person’s individual personality, building a picture of what is important to that person’s life inside and outside of work plus also identifying their motivational mix; what makes them tick. Once you have built a pen picture of each person it is much easier to work out what type of reward or recognition would likely work for that person when it comes to celebrating success or a period of hard work and dedication. Some people will like to be publicly recognized in front of their peers or senior management while others would like a simple thankyou behind closed doors.
This type of tailored approach is equally important regardless of the size of the team or business. In my work across all sectors and size of company it is most often the individual leader that makes this happen and it becomes part of their leadership toolkit they can take with them throughout their careers.
So, I challenge you how good are you at recognising the efforts of others? is this something you are naturally good at and just need to continue in the way you are or is this something you could do a better job of in 2018. We need to look after our high performers and encourage the growth of future high performers
Sandra is a professional coach who works with both organisations and private client. More info can be found at www.sandrawebbercoaching.com