Tips for Boosting Team Morale with Recognition

#Sales can be tough, with long stretches of rejections and no wins. As a manager, you can boost your team’s performance during these difficult periods with positive recognition. → Recognize every win, big or small. Positive recognition fosters a healthy attitude on the team, which motivates them during tough times and helps them celebrate the good times. It’s also important to set up reward systems that emphasize not only quota attainment but also your company’s core values. → Reward high performers across different channels. Positive recognition is more impactful when you deliver it in a timely, comprehensive manner on various channels. At SalesRoads, we broadcast shoutouts every day on Slack. Teammates and managers applaud each other when they book an appointment, close a deal, or perform an action that embodies our core values. We also give accolades during meetings and coaching sessions, as well as present awards at our quarterly town halls to star employees and others who exemplify the company’s values. → Collect feedback to improve your reward systems. Every quarter, we conduct a pulse survey to help us understand if our employees feel appreciated or recognized enough. This practice uncovers insights into how the team feels, so we can course-correct and improve our reward systems. Sales is already a tough job. Don’t make it unnecessarily harder by underappreciating your team. Sometimes, all you need to achieve outstanding results is to create a supportive and encouraging environment — and that’s your responsibility as the manager. #Management #leadership

During LinkedIn Live earlier this week, I shared my perspective that most leaders do a poor job offering meaningful recognition. I had this cartoon drawn to illustrate what I see as a major miss. Maybe it's not as bad as the cartoon, but not far off. At best, leaders aren't strategic about recognition. At worst, they miss the benefits altogether. Here's how to do it right and use recognition to drive results and change. Recognition is an underrated tool to drive performance. The ROI for leaders is exceptional because learning to use recognition strategically costs you nothing. Recognition can be used very effectively to create change, replicate success, and establish new behaviors across your organization. Here’s how: 1.    Spot the win. Acknowledge the specific behavior you observed, and the more details you include, the better. 2.    Link the act to the impact. Did it resolve a problem? Streamline a process? Hit the KPI? Make the connection from behavior to outcome. 3.    Make it personal. Express excitement, enthusiasm, gratitude, or satisfaction. Let them know what they did matters to you. 4.    Ask for an encore. It’s not just about praise. Get them (and others) to do it again. This is how behaviors to take hold and spread throughout an organization. When success happens, offer recognition, not as just a pat on the back but as a catalyst for the changes you want to see. #recognition #leadership #results #leadershipdevelopment #businessgrowth

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

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

Appreciation refers to the recognition, enjoyment, or valuation of something or someone's qualities, value, or significance. Do you want engagement and collaboration at work? Appreciate someone. It's one of the BIG reasons why people come to work and stay with you for years, contributing heavily to its success. Showing appreciation for your team's performance is essential for building morale, inspiring motivation, and maintaining a positive work environment. Appreciation manifests itself in many ways; however, it's mostly up to you as a leader to express gratitude and acknowledge the efforts of your people. When this happens, it impacts not only the individual receiving the acknowledgment but the organization as well. Here are some examples: A simple and meaningful "thank you" goes a long way. Personalize your thanks by specifying your gratitude for a specific project, a job well done, or individual effort. A handwritten note or a personal thank-you card demonstrates thoughtfulness and is a tangible reminder of your appreciation. Publicly acknowledge and praise team members during meetings or gatherings. Highlight achievements and explain how their contributions positively impacted the team and the organization. Offer tangible incentives or rewards to recognize outstanding performance. This can include bonuses, gift cards, extra paid time off, or other perks. Invest in your team's growth by providing skill development opportunities, further education, or attending relevant conferences. This shows appreciation and helps your team members advance in their careers. Develop a recognition program that highlights the achievements of team members. Awards can come with a plaque, certificate, or other symbols of success. Plan team-building activities or outings to celebrate achievements and strengthen team cohesion. These events can be fun and a way to show appreciation. Recognize high-performing team members by promoting them or offering career advancement opportunities within the organization. Encourage peer-to-peer recognition through programs that allow team members to nominate and appreciate their colleagues. This can generate appreciation at all levels, potentially for things you may not see. Sit down regularly with your team members to discuss their progress, provide constructive feedback, and outline a path for growth. Take an interest in their ongoing development. Actively listen and provide emotional support when your team members face challenges or personal issues. Your willingness to listen and help is a form of appreciation for their well-being. The key to effective appreciation is personalization and sincerity. Get to know your people, understand their preferences, and then do it often to let them know how genuinely valued they are. Appreciation may be the most important action you take as a leader. #ceos #leadership #appreciation #execution Like this line of thinking? Get more at https://lnkd.in/gvbnCjf9

"There are two things people want more than sex and money...recognition and praise." Mary Kay Ash, founder of Mary Kay Cosmetics 😳 Rather than debate the quote's accuracy, let's agree that recognition matters. It tackles anonymity— one of the biggest de-motivators in the workplace. Here are some fresh ways to show your team members that they matter. Because one can only have so many cliche-covered coffee mugs. ☀️ When introducing a new hire to your team; showcase each team member's special talent or area of expertise (beyond their title). ☀️ No matter what your title or rank, ask your team members for valued input. Park any objections and listen to their ideas. ☀️ Put down your phone and look away from your computer... give someone your full attention. Presence sends a message of worth and respect. ☀️ If applicable, give them a shout-out here on LinkedIn. Highlight a project and tag them for being instrumental in its success. ☀️ Make sure every team member knows why their work matters to the team, why the team's work matters to the organization, and why the organization's work matters to the world. ☀️ Make time to connect with the person you know least on your team. Begin by asking them their favorite part of what they do and what their biggest challenge is. ☀️ Stand up for your team. Show pride for them in front of others. Sing their praises. ☀️ Take someone for coffee and talk about anything other than work. ☀️ Empathize with the team member who is struggling. No false praise. Simply let them know you see the challenges they are navigating. Listen. Provide support. ☀️ Weave recognition into weekly meetings. Ask team members to share a recent win and praise them for it, or encourage them to acknowledge their co-workers. (Recognition is not only top-down on high-performing teams.) ☀️ Ask your boss or your boss's boss or the CEO to write a note to someone who deserves recognition. ☀️ Encourage professional development by letting a teammate choose an online class from LinkedIn Learning or another worthy platform. Alternatively, send them to a special conference they are interested in. Upon course completion invite them to teach the highlights to the team. ☀️ Similarly, when sending someone to training, tell them why. Too often folks come to my classes confused, not enthused, not knowing why they are there. Acknowledge the challenge of being away from their work while they attend a class. Make sure they have ample backup so they can focus on the training. ☀️ Invite an employee along to an important meeting. Give them more visibility to others. ☀️ Let someone know you see their strengths/interests by offering them the lead on a special project. ☀️ Finally, never underestimate the power of a purposefully placed post-it note. Leave one at a co-worker's workspace with words of appreciation or encouragement. When they stumble upon it, it will brighten their day. What tip do you like the best? What would you add?

Raise The Bar Leadership Coach Niels Gott is redefining the stereotype Minnesota Nice to instead be "Minnesota Positive", as Niels is positively passionate about helping people find more awe in the world and in their work. During his 22 years of military service, Niels was introduced to positive psychology through the roll-out of Master Resilience Training; he is now in the final stages of completing a Master of Applied Positive Psychology (MAPP) degree. Niels loves to explore new ways of working that focus on unlocking a team's potential. He shares a simple tip that a lot of leaders don’t think of but can have a profound impact on the team atmosphere. "Active Constructive Responding (ACR) is a communication technique that amplifies the good stuff," says Niels. "At its core, ACR is about responding to someone's positive news in a way that is enthusiastic, supportive, and encouraging. When a team member shares a success or a happy moment, how you respond can either amplify their joy or deflate their spirits."   "Leaders who practice ACR foster a culture of positivity and collaboration. By showing genuine interest and asking questions about the positive event, you not only validate the individual's experience but also encourage them to savor their achievements. This not only boosts morale but also strengthens team bonds and increases overall job satisfaction."   "Research has shown that ACR is linked to better well-being and higher relationship quality, making it a crucial skill for leaders aiming to build resilient and high-performing teams. When leaders consistently respond to good news actively and constructively, they lay the groundwork for a supportive environment where team members feel valued and understood."   Incorporate Active Constructive Responding into your leadership toolkit, advises Niels. Celebrate wins, big or small, with enthusiasm. Ask engaging questions about your team's successes and express confidence in their abilities. By doing so, you'll not only uplift your team but also inspire a ripple effect of positivity that can lead to greater innovation, collaboration, and success. "Remember, the way you respond to good news can be just as impactful as how you handle challenges. Choose to be a catalyst for joy and watch your team thrive!" What a fantastic tip that can be a game changer for your leadership and team! As with many of our Raise The Bar team members, Niels enjoys being outdoors and being active. And he has be known to enjoy the occasional dip in Lake Michigan! I'm grateful to have Niels on the team and the impact he's had on our client leaders! Feel free to share your stories about how Niels has impacted you. #newworldofwork #coachingleadership #positivepsychology #futureofwork Travis Levers, Lieven Somers, Oscar Henriquez, Garrett Ahn

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.

This quote got me thinking. Early in my career, I struggled with how people showed up. I was often called too intense, I was often perceived as overwhelming, but the truth of it is I SHOWED UP! I was engaged, I was committed, and I wanted to make an impact. Not knowing why there was such a difference between how I showed up and others, I learned … that ONLY 31% of employees are enthusiastic and energized by their work? Imagine that almost 70% of the people in your team are there because they just have to 🫣 I honestly can't imagine that, which is why I implemented some solutions in my teams, most of it worked, some of it I’m still testing & trying … Here are some things I did: 👉 Trust & Empower: I involve my team in decision-making processes and push decisions to them when possible. This fosters a sense of ownership and responsibility. 👉 Celebrate Feedback: I create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉 Connect 'Why' to Vision: I share a compelling vision to motivate team members and clearly explain why their contributions matter. 👉 Offer Development: I signal my commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉 Recognize & Praise: I acknowledge achievements and make saying ‘thank you’ my default. A little recognition goes a long way to boost morale and motivation. 👉 Promote Diversity: I embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉 Encourage Collaboration: I encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning 👉 Challenge Comfort Zones: I push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉 Cultivate Inclusivity: I ensure all voices are heard. For example, I make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And all will go just fine 🙌 #EmployeeEngagement #TeamMotivation #WorkCulture

I’m repeatedly amazed at how many of the lessons I learned in improv translate to leading teams and organizations. Here’s another great one: Make your partner look good! Research by Goleman and Boyatzis (2008) emphasizes the significance of making your partner shine, not just for personal growth but for the collective success of your team and organization. When you actively work to make your partner look good, several incredible things happen: FOSTERING TRUST AND COLLABORATION Trust is the glue that holds any team together. By showcasing your partner's strengths and achievements, you're reinforcing the trust within your team. When your teammates see that you genuinely want them to succeed, collaboration becomes second nature. ENHANCED PROBLEM SOLVING Teams that amplify each other's strengths are better equipped to tackle complex challenges. By focusing on your partner's talents, you're essentially creating a powerhouse of skills that can tackle any problem head-on. BOOSTING MORALE Celebrating your partner's successes can be a morale booster for the entire team. It creates a positive atmosphere that encourages everyone to strive for excellence. YOUR OWN GROWTH By helping your partner shine, you also shine brighter. The act of empowering others fuels your own growth as a leader and contributes to your professional development. Let's challenge ourselves to put this into practice daily! Comment or share and tag a colleague who exemplifies this rule. #Leadership #Teamwork #improv #Empowerment #MakeYourPartnerLookGood #Growth #executivepresence #leadershippresence #organizationalleadership #strategicdoing Reference: Goleman, D., & Boyatzis, R. E. (2008). Social intelligence and the biology of leadership. Harvard Business Review, 86(9), 74-81.