How to Support Individual Contributors

Too often, work goes unnoticed. But people want to be seen. A recent statistic had me thinking: 37% of employees claim that increased personal recognition would significantly enhance their work output. This insight comes from an O.C. Tanner survey, which leveraged 1.7 million responses from employees across various industries and company sizes. Beyond just feeling nice, recognition emerges as the most impactful driver of motivation. It makes real-time feedback, personal appreciation, and meaningful rewards not just nice-to-haves — they're must-haves to fuel performance. Here are concrete ways you can supercharge your recognition efforts to resonate deeply with your team: (1) Spotlight Specifics: Highlight specific achievements. Hilton’s Recognition Calendar equips managers with daily actionable ideas that turn recognizing real accomplishments into a routine practice. (2) Quick Kudos: Swift praise is so important. Timeliness in recognition makes it feel authentic and maintains high motivation levels. (3) Tailored Cheers: Personalize your appreciation. Crowe's "Recognize Alert" system enhances recognition by transforming client praises into celebratory moments, encouraging recipients to pay it forward. (4) Genuine Thank-Yous: Don't underestimate the power of small gestures. Regular acknowledgments, whether through handwritten notes or intranet shout-outs, create a culture where appreciation is commonplace. You do it, others will do it too. (5) Big Picture Praises: Connect individual achievements to the company’s larger mission. Texas Health Resources celebrates personal milestones with personalized yearbooks that link each person’s contributions to the organization’s goals. Using these practices genuinely and consistently can make every team member feel truly valued and more connected to the collective mission. Each act of recognition builds a stronger, more engaged team, poised to meet challenges and drive success. #Recognition #Appreciation #FeelingValued #Workplace #Culture #Innovation #HumanResources #Leadership Source: https://lnkd.in/e8jUtHZH

The most powerful tool for workplace engagement and performance costs... $0. (and you already have it.) Gratitude. Most leaders and teams think success comes from pushing harder for results. Focusing solely on metrics. Demanding constant output. But here's what the research and best practices show about a culture of gratitude as appreciation and feedback: Teams where gratitude is expressed are... ➟ 70% more engaged (feeling seen & valued) ➟ 40% more resilient (bouncing back faster) ➟ 21% more productive (motivated by recognition) ➟ 4x more likely to stay (feeling connected & supported) Because gratitude isn't just a feeling. It's an engagement multiplier. It transforms average teams into exceptional ones. Think about it: When someone genuinely expresses appreciation for your work, or gives thoughtful feedback that helps you grow, you feel seen. Valued. You trust more. You can be your best self. That's why great leaders and thriving teams practice these daily: • They give specific encouragement: "Great job on the Q2 report, particularly how you analyzed X data point." • They offer constructive feedback with care: "Your presentation was strong, and adding a summary slide at the end could make it even more impactful." • They celebrate small wins: Not just major milestones, but the daily efforts that contribute. • They defend colleagues who aren't in the room: Speaking positively and with respect. • They respect boundaries and off-hours: Showing appreciation for personal time. • They lead with active listening: Truly hearing team members' challenges and ideas. • They offer help before being asked: Demonstrating support and valuing collaboration. • They include all voices: Ensuring everyone feels their contribution is appreciated. • They share knowledge freely: Fostering growth and collective success. • They give credit generously and publicly: Highlighting individual contributions to team success. We can make progress with strategy. But if we want to truly thrive, we need to pay attention to human connection. Nothing fuels performance, retention, and a positive culture more than genuine gratitude expressed as appreciation and constructive feedback. Make gratitude your workplace's competitive advantage. Your team will thank you. Your results will show it. Your legacy will reflect it. Want to transform your workplace culture? Start with gratitude. The rest will follow. How do you practice and receive gratitude (as appreciation or feedback) in your workplace?

Cultivating a culture of gratitude isn't just a seasonal affair—it's a year-round gift that keeps giving. Leaders need to show gratitude in more ways than one to show appreciation for others. Some ideas on how to do this: 1. Daily Doses of Appreciation: Make gratitude a daily practice. Encourage leaders and team members alike to express appreciation for each other's contributions regularly. A simple thank-you note or a shout-out in a team meeting can go a long way in recognizing individual efforts. 2. Personalized Recognition: Go beyond generic acknowledgments. Tailor your expressions of gratitude to highlight each team member's unique strengths and qualities. Personalized recognition resonates more deeply and reinforces a sense of individual value within the team. 3. Celebrate Milestones: Acknowledge achievements, both significant and minor. Whether hitting a major project milestone or simply reaching a work anniversary, celebrating accomplishments creates a positive atmosphere. It motivates employees to continue putting forth their best efforts to the organization. 4. Create a Gratitude Board: Establish a visual representation of appreciation with a gratitude board. Encourage team members to post notes expressing gratitude for their colleagues' contributions. Consider a Slack channel where you can shout out to one another, or if you’re in the office, you can create a physical board. 5. Thoughtful Employee Recognition Programs: Implement thoughtful recognition programs that extend beyond traditional awards. Consider initiatives that spotlight teamwork, innovation, or going above and beyond. These programs boost morale, contributes to a collaborative and positive work environment. You can also leverage platforms that allows rewards for performance-based work financially. This might vary by industry, but I assure you it works. 6. Flexibility and Well-Being Initiatives: Show gratitude by recognizing the importance of work-life harmony. Implement flexible work arrangements or well-being initiatives prioritizing employees' mental and physical health. Demonstrating concern for their overall well-being enhances morale and fosters a sense of loyalty. 7. Open Channels for Feedback: Gratitude isn't just about top-down acknowledgment. Create open channels for feedback where team members can express appreciation for each other. This two-way street of gratitude contributes to a culture of mutual respect and support. 8. Professional Development Opportunities: Invest in your team's growth as a token of appreciation. Offer professional development opportunities, training programs, or mentorship initiatives that empower employees to enhance their skills and advance their careers. What are some things that you or your company do to recognize team members? . . . . #gratitude #beingthankful #beinggrateful #boostingemployeemorale #leadership #leadinglikeaPRO #connectinglikeaPRO # leadinglikeaPRO

One of the greatest things you can do as a technical program manager to support the many collaborators in your program actually has nothing to do with the program itself. Here it is: When somebody makes a significant contribution to the program (or even just delivers something on time), bubble up that accomplishment to their direct manager. Help their manager appreciate the impact they are having on such an important strategic priority. This does a few things: 1) It helps the contributor's career continue to grow! 2) It builds trust and motivation, people love being recognized! 3) It gives you a reason to collaborate across more levels of the org! People are more important than programs. Support the people and the program will move forward.

As an experienced recruiter in the food manufacturing sector, I've noticed a recurring theme when passive candidates take my call: 𝒎𝒂𝒏𝒚 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍𝒔 𝒇𝒆𝒆𝒍 𝒅𝒊𝒔𝒄𝒐𝒏𝒏𝒆𝒄𝒕𝒆𝒅 𝒇𝒓𝒐𝒎 𝒕𝒉𝒆𝒊𝒓 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓𝒔' 𝒑𝒓𝒊𝒐𝒓𝒊𝒕𝒊𝒆𝒔. They often express concerns that their contributions and insights are not fully recognized or valued, impacting their job satisfaction, productivity, and morale. Bridging this gap is crucial for fostering an engaged and motivated workforce. Here are some effective strategies: 1. 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Establish open lines of communication through regular meetings, updates, and feedback sessions. 2. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧: Implement programs to recognize and reward hard work and contributions. 3. 𝐈𝐧𝐯𝐨𝐥𝐯𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐌𝐚𝐤𝐢𝐧𝐠: Include employees in decision-making processes related to their roles or departments. 4. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Invest in training, mentorship programs, and career advancement opportunities.  5. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Share company performance, challenges, and successes to build trust.  6. 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐌𝐞𝐜𝐡𝐚𝐧𝐢𝐬𝐦𝐬: Create channels for employees to voice concerns, suggestions, and ideas. If you’re looking to increase your retention rate, companies should create a more cohesive and motivated workforce, driving both individual and organizational success. #communication #recognition #employeeretention #foodmanufacturing #foodandbeverageindustry #talentacquisition Miller Resource Group

In the professional world, real strength doesn’t come from exerting dominance. It comes from lifting others up. The most successful teams and leaders understand the value of empowering those around them, creating environments where everyone can grow and thrive. Here are some impactful ways to uplift others in both life and career: 🔹 Celebrate Wins: Genuine praise and recognition go a long way. Acknowledging someone's hard work, whether in private or publicly, can fuel their motivation and foster a culture of excellence. 🔸 Give Constructive Feedback: Instead of focusing on mistakes, provide feedback that helps people grow. Offer actionable suggestions that can help them develop their skills and reach new levels of success. 🔹 Share Opportunities: When you come across job openings, networking events, or useful resources, share them with your colleagues. Helping others access new opportunities can open doors to their future growth. 🔸 Mentor and Guide: Take time to mentor those with less experience. Your wisdom and guidance can provide the clarity and support someone needs to navigate their career path. 🔹 Foster Collaboration: Promote teamwork and open communication. When people feel heard and valued, they’re more likely to contribute creatively and collaboratively. Building a culture where uplifting others is the norm - rather than the exception - fuels not just individual success but collective achievement. Create environments that support and empower each other! Amazing post by Niti Raj ( go follow her )

I'd rather be engaged... than be part of the 66% of disengaged workers. According to Gallup's research, only 34% of employees are engaged in the workplace. We often see disengagement in the workplace due to: ↳ Feeling under valued ↳ Overlooked contributions ↳ Lack of clear and actionable growth paths In health and life sciences, this leads to compliance gaps and errors in validation. The good news? We can flip the script by actively involving your team, you transform learning into action, and knowledge into expertise. Here’s how to make it happen... ↓ 7 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗵𝗮𝗻𝗱𝘀-𝗼𝗻 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗺𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽: 1️⃣ Start with Hands-On Opportunities: ↳ Let team members shadow experienced professionals and take ownership of smaller tasks, building confidence along the way. 2️⃣ Break Down the Process: ↳ Simplify complex tasks (like temperature mapping) into clear, actionable steps. 3️⃣ Encourage Questions & Curiosity: ↳ Create a culture where asking “Why?” and “What if?” is celebrated, not stifled. 4️⃣ Provide Meaningful Feedback: ↳ Recognize effort, share constructive insights, and celebrate growth milestones. 5️⃣ Invest in Development: ↳ Offer training programs, certifications, and access to resources—turn learners into experts. 6️⃣ Involve Them in Real Projects: ↳ Assign roles in actual temperature mapping studies to let them apply skills in real-world scenarios. 7️⃣ Share Success Stories: ↳ Celebrate team wins and highlight individual contributions. Recognition fuels momentum. This approach doesn’t just teach skills—it builds passion, purpose, and engagement. ⟶ Imagine a team that not only understands compliance but feels proud to contribute to patient safety and product quality. When you involve your team, you don’t just create skilled professionals—you cultivate passionate, engaged problem-solvers. And in temperature mapping and validation, that level of commitment drives excellence. 𝗧𝗲𝗹𝗹 𝗺𝗲, 𝗮𝗻𝗱 𝗜 𝗳𝗼𝗿𝗴𝗲𝘁. 𝗧𝗲𝗮𝗰𝗵 𝗺𝗲, 𝗮𝗻𝗱 𝗜 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿. 𝗜𝗻𝘃𝗼𝗹𝘃𝗲 𝗺𝗲, 𝗮𝗻𝗱 𝗜 𝗹𝗲𝗮𝗿𝗻. This timeless wisdom encapsulates why involvement is key. Actions speaks louder. By engaging your team, you empower them to truly understand their role, gain confidence in their skills, and embrace ownership of compliance and quality outcomes. Empower your team today—start building a culture of engagement and excellence. - - - - - - 💡 Shoutout to Suren Samarchyan for sparking this idea! 🔔 Follow me (Nathan Roman 📈) for more insights on temperature mapping and validation thought leadership. ♻️ If this resonates, share it with your network.

Recognizing and elevating your team members' skills is crucial for fostering their growth and maximizing their potential. I didn't always have the budget to send team members to various conferences, workshops, etc., but I have years of experience, including successes and challenges. I utilize my experience as a source of learning opportunities for my team members. Here are some suggestions: ✨ Start with identifying the skills your team members are passionate about and support their professional development. Provide resources, training opportunities, or mentorship to help them enhance their abilities. ✨ Assign tasks that align with your team members' strengths and give them opportunities to showcase their skills. Granting autonomy and responsibility can boost their confidence and help them further refine their capabilities. ✨ Create a clear career path within the organization and discuss growth opportunities with your team members. Provide challenging assignments, promotions, or additional responsibilities that align with their skills and aspirations. ✨ Be sure to recognize and celebrate your team members' accomplishments publicly. This can include praising their skills during team meetings, acknowledging their contributions in company-wide communications, or organizing team-building activities to appreciate their efforts. ✨ Encourage a culture of continuous learning and knowledge sharing within the team. Promote collaboration, offer platforms for idea exchange, and encourage team members to share their skills and expertise. #professionaldevelopment #keeplearningkeepgrowing #peersupport

Leadership Insight: The Power of Acknowledgment Insight: Recognizing the efforts and accomplishments of team members can significantly boost morale, loyalty, and overall team productivity. Action Step 1: Regularly Praise in Public Purpose: Foster a culture of appreciation where team members feel seen and valued. How to Implement: During team meetings or gatherings, take a moment to highlight and commend specific achievements or contributions of team members. This not only boosts the individual's morale but also sets a positive tone for the entire team. Action Step 2: Offer Personalized Feedback Purpose: Ensure that acknowledgment is genuine and speaks directly to individual efforts. How to Implement: Instead of generic praise, take the time to discuss specific actions or contributions and how they made a positive impact. Personalized feedback shows you're paying attention and truly value their efforts.

"I can say with confidence that in my forty years working with people who really are in the very top category of talent, I haven't met a single truly talented person who is solely or even highly motivated by compensation. And that brings me to an alternative model for thinking about talent: feeling special is more important than compensation.... When it comes to managing high-end talent, the secret to success is making people feel like valued individuals...." Roger L. Martin, A New Way to Think: Your Guide to Superior Management Effectiveness. I've met talented people who are motivated by compensation so I'm not as interested in arguing if Roger Martin's observation is completely true. But I'd love for you to reflect on the idea of how you can make all of your team members truly feel like valued individuals. 👉🏻👉🏻What are some specific things that leaders of teams and projects can do to help their team members feel special and valued? Leave a comment below. Here are four ideas: 🔹 Regularly acknowledge their contributions: A simple 'thank you' can go a long way in making someone feel valued. Pro tip: It's easy to forget to do this with your best performers--we get used to them doing top work so we can forget to thank them regularly. 🔹 Give constructive feedback: One way to show you value them is to give them specific, personalized feedback to help them maximize their potential. Pro-tip: I've found that top performers want more than just a "good job!" Since they're performing so well, it's easy to forget to challenge them to continue their growth. 🔹 Offer opportunities for professional development: This can be anything from additional training, attending conferences, or taking on a new project. Pro-tip: consider challenging them to give a presentation (company meeting, conference, etc.). 🔹 Promote work-life balance: Show that you value them as individuals with lives outside of work. Pro-tip: unless they don't want to share, know the names of loved ones and what's going on in their life (e.g. daughter Charli is playing softball this summer). Compensation matters. But magic happens when you make it clear how much you value each team member. For more from my discussion with Roger L. Martin, check out episode 363 as we talk about his latest book A New Way to Think. #projectmanagement #hapmo #management #leadership #pmo #freePDUs #PDU #teams