Team Health Check Action Guide Q04

I regularly receive meaningful recognition for doing my job well.

 
 

Employees need constant feedback to know if what they are doing matters. Ongoing management challenges include understanding how each person prefers to be recognised, making recognition objective and real by basing it on performance, and recognising employees frequently.

 
 
 

Key Insights

  1. The need that sits behind this question is ”Help me see my value”

  2. If recognition is not done well, the chances of someone leaving increases by 50% and it is normally the star employees

  3. It is the manager's job to create a safe environment for recognition.  It's the team's job to do it

  4. Important to identify who is doing it well.  Both create and capture these stories

  5. Physical form is key either presented/spoken or a written note

  6. The best organisations recognise their employees in 7-8 different interactions per year

    • Work you are doing 40% of employees report receiving recognition only a few times a year or less = 1-1 time with manager, saying thank you/appreciation/gratitude, having gratitude “summits” (1) gratitude does as much for the giver as it does the receiver (2) you can’t hold a negative position when in a place of gratitude

    • Milestones you are achieving  23% of employees strongly agree their organisation has a system to recognise work milestones

    • The life you are living 15% of employees strongly agree their organisation has a system to recognise the events in their lives.  Moving beyond performance to human = retirement, long service, promotion, starting in role, birthdays, getting married, having a baby, run a marathon, buying a house

 
 
 

Team Activity to Unpack

  1. Have each team member write down their three favourite forms of recognition that they would be willing to share with the team.  Collect the responses and share them back.  Then prioritise through the voting method which this team would like to focus on as a group.  Feel free to add some suggestions such as:

    • Being ranked a top 10 performer in the department

    • Having an article about the employee’s success published in your organisation’s newsletter
      Getting credit for accomplishments from colleagues or peers

    • Getting credit for accomplishments from an organisational leader

    • Could you get the team to prep by doing this exercise which has a comprehensive list of motivators Click Here for the List

  2. A good question to ask the team is who best embodies each of the 12 questions in the team health check.  Be as specific as you can with the name of the person and what you saw and heard them do

 
 
 

Additional Questions to Ask

  1. What have you achieved together recently that we are most proud of?  What should we do to celebrate?

  2. As a team, how can we build an environment that encourages recognition and praise?

  3. When we achieve……., what other teams or individuals should we invite to celebrate with us?

  4. What are we doing to recognise one another?  Could we do more?  What would that look like?

 
 
 

Suggestions for Action

  1. Create an environment in which team members are encouraged to praise and recognise their peers

  2. Introduce a travelling trophy to facilitate and encourage team members to recognise each other especially in the area of customer service

  3. Make recognition an agenda item at regularly scheduled meetings

  4. Could everyone complete a language of workplace appreciation profile and complete the review questions together as team with a 1-1 conversation with a buddy

  5. Regularly leverage the feedback questions (1) What’s working? (2) Where are we getting stuck? (3) What can we do differently?

  6. Ask the question of the team, who best embodies each of the 12 questions in this survey?

  7. The best managers have one meaningful conversation with their team, once per week. A good structure for a check in conversation is (1) How are you? (2) How’s the work going? (3) What support do you need?