This past weekend we celebrated my mother’s 90th birthday. My sister and brother and I had to decide how to acknowledge her life (90 years is a very long time!) in this very difficult time of a pandemic. The questions we asked were “What would be meaningful for her?” “Who should be involved?” “What can we afford?” “What would be safe?” The day after her birthday my mother couldn’t stop raving about how she felt so acknowledged. My siblings and I knew we hit the mark.
All of this made me think about how you recognize not only your employees but those around you that may not work for you. Are you recognizing people intentionally? What I mean by this is do you know specifically why you are recognizing the person or people, or are you spreading recognition like peanut butter. For example, we feel good about thanking a team for their contributions, but can you specify what the team did or what each team member did to make whatever it is a success? The more specific you can be, the more connected you get to the people and the work they do. Even if you are not the direct manager, ensure you have the right information from a person in the organization that does know. I can tell you that it matters in a positive way when people feel as though you know the work it took to get such a great result. One of my coachees said to me in our discussion around recognition and her manager, “How am I doing a great job if he doesn’t tell me the specifics?” Be intentional!
Recognize achievements with something meaningful; meaningful to the person you are recognizing. For instance, if the person doesn’t drink coffee, a Starbucks gift card may not be the best choice. Also, some people do not like public recognition. If that is the case, find ways to recognize the person in a way that is private for them. However, it is important to let your manager and others know what this person has accomplished. Ask for their permission in sharing discreetly. This can have a positive impact on a promotion, a rating, or added responsibilities.
Recognition doesn’t have to be big and cost lots of money. I love handwritten notes of thanks. Having an ice cream social may be just what the team needs after a heavy lift. Even in times of Covid-19 sending a small gift card for all to purchase their favorite dessert that you share on zoom has also worked.
Timing is very important. Don’t wait too long after great results to say thank you. The moment may be lost and the impact on the employee may be too late to be effective. Also, you don’t have to wait until the end to celebrate longer-term projects. Celebrating milestones along the way is a good idea and will help provide the motivation for your team to keep going.
When it comes to recognition and celebration it isn’t complicated. Be Intentional. Be Specific. Be Timely.
P.S. This works in your personal life as well.