How to Recognize Employee Value and Motivation

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

When it comes to identifying and dealing with motivation issues in my team, I rely on my experience as a leader. Here's what I've found effective: 1. Talk It Out: I have regular one-on-one chats with my team members. I ask them how they're feeling, what's going well, and what's not. This helps me spot any motivation problems early. 2. Feedback Matters: I make sure to give feedback that's useful. When they do a great job, I tell them. When they need to improve, I talk about how they can do it better. 3. Goals Are Key: I set clear goals for the team and each person. When everyone knows what they're working toward, it's easier to stay motivated. 4. Trust and Freedom: I trust my team to make decisions within their roles. It gives them a sense of ownership and can boost motivation. 5. Say Thanks: Recognizing hard work with a simple "thank you" or a small reward can make a big difference. 6. Deal with Stress and Conflicts: If someone's stressed or there's a conflict, I don't ignore it. I offer support and try to find a solution. 7. Learning Opportunities: I make sure my team has chances to learn and grow. It keeps them motivated when they see a path for their career. 8. Lead by Example: I set the tone by being enthusiastic and committed to my work. It encourages my team to do the same. 9. Flexibility: I'm flexible when it comes to personal needs and work-life balance. Happy team members are motivated ones. 10. Feedback on Company Culture: I encourage my team to share their thoughts on our company culture. If something's off, we work on fixing it together. Remember, keeping the team motivated isn't a one-size-fits-all deal. Each person is different, so I adjust my approach accordingly. Regular check-ins and being open to feedback are key to keeping motivation levels high. #Leadership #Motivation #TeamManagement #EmployeeEngagement #ContinuousImprovement

Do we take saying 'thank you' for granted? My husband started a new job last week and is just getting to know the team he is leading. Yesterday a delivery of 70 cases was received and needed to be put away before they opened for business. One of the women on his team happily jumped in to help. She worked expeditiously and with a smile. After everything was put away, he said “Thank you for helping.” ✅ No big deal, right? ❌ Wrong! 🎇 It was a big deal to her. My husband was taken back by the appreciative look on her face. He said she looked as though this was the first ‘thank you’ she had ever received. To my husband, saying ‘thank you’ to an employee is his norm. To her, it meant she was seen. It was recognition of her effort. It was encouragement to keep going. I couldn’t help wonder about the leadership style of my husband’s predecessor. Had he taken the team for granted? Did he assume they weren’t capable of performing the physical aspects of the job because of their gender? Had he just lost site of simple norms of politeness? Rewards and recognition are important parts of motivating and engaging employees. The most effective rewards and recognition programs are flexible and adaptable to individual needs. Some people cringe at the idea of being publicly acknowledged for a job well done and others thrive on it. Some people live for the competition and the award, bonus or promotion that comes with winning; while others value the mission and shine from seeing the collective success of the team. One leader with whom I had the pleasure to work with, gives all her new hires a questionnaire specifically on what motivates them and how they prefer to be recognized. Simple and effective! Employees appreciate being asked and she ensures her recognition efforts produce the intended, positive results. As you work to wrap up the year, consider what your team members have accomplished, both big and small wins. Recognize their achievements. And don’t forget the power of a THANK YOU! #thankyou #employeeengagement #motivation #rewardsandrecognition

Dear leaders There is one thing you can do for your employees every single day. And it doesn’t cost a dime. I had the most brilliant leader. In many ways, he inspired me to be the leader I was then and the leader I am today. Even as perfect as he sounds. He had a blind spot in his leadership too (we all do!). He failed to acknowledge his team. And this is the case with many leaders.  We fail to recognize the extraordinary impact of something that sounds so simple.  Yet when leaders fail to do so they are met with: * Decreased Motivation: Leading to a decrease in motivation and enthusiasm for their work.  * Low Morale: When efforts and achievements go unnoticed, your team may start to question the significance of their contributions. * Reduced Trust and Respect: A leader who fails to acknowledge their team's efforts may be perceived as indifferent or dismissive. Impaired Performance: Your team may become less willing to go above and beyond their basic job responsibilities. * Negative Impact on Team Culture: When individuals feel that their efforts are not recognized, they may become less inclined to support and collaborate with their colleagues. * Hindered Talent Development: Your team may be less motivated to develop their skills and take on new challenges stifling personal and professional growth within the team, leading to a lack of progress and innovation. And as a result, the business and organization results will suffer. By acknowledging your team you: *** Foster Motivation and Engagement: You empower them and recognize their contributions. boosting their motivation and encouraging them to take ownership of their work. *** Build Trust and Respect: You show that you value their expertise and opinions. Building trust and respect, fostering a culture of openness and collaboration.  *** Promote Growth and Development: They’ll seek out opportunities for self-improvement and professional development. *** Enhance Team Cohesion: Creating a sense of unity and cohesion within the team, helping them understand that their contributions are valued and that their input is essential to the team's success.  *** Reduce Micromanagement: Leaders who trust their team are more likely to delegate tasks and responsibilities effectively, allowing team members to take ownership of their work and demonstrate their leadership capabilities. *** Cultivate a Positive Culture: Recognizing the efforts and achievements of team members cultivates a sense of appreciation and gratitude. This in turn, attracts and retains top talent, as people are more likely to thrive and enjoy their work in such an environment. This isn’t about just saying something to say it. It’s about being present and identifying the behaviors that are driving your organization forward. Reinforcing those behaviors. And the people making contributions day in and day out for your organization to be successful. #executivecoaching  #executivesandmanagement #leadership  #management

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

Recognition vs. Appreciation. Why is this important for leaders of teams to reflect on? Simple. By finding ways to show appreciation for your team, you will get more out of each employee. They will feel valued. The differences? Recognition is about acknowledging achievements, often tied to measurable goals, and is performance-driven. It's formal and public. Appreciation is broader, valuing individuals for who they are beyond performance. It's personal, emotional, and not tied to specific outcomes. As a former company leader, I worked on this skill often to make sure my team knew I valued each of their roles. Even before I entered the business world, I did this weekly in college when making spaghetti dinners for my offensive lineman. Influential leaders balance both. They use recognition to motivate and inspire performance. They use appreciation to build relationships, trust, and a positive workplace culture. By knowing when to apply each, leaders create a motivated and connected team, benefiting the company and its employees. I was reminded of this crucial difference when speaking with one of my favorite customers earlier today. A straightforward way he shows appreciation is by sending a text message to his team each Friday to share the highlights and specifically find a way to show appreciation to them. It's no surprise that the culture on his team is strong, and attrition is low. How are you as a leader slowing down to ensure you show appreciation to your team? Let me know in the comments below.

This is one of the most important lessons I learned as a leader early in my career. Showing appreciation can have a greater impact and value on employees than giving a raise or a bonus. In fact, 92% of employees are more motivated to repeat a specific task after being recognized for their work! In my own journey, when I first became a CEO, I was hyper-focused on results and driving revenue. At first, our progress was great, but then we plateaued, and I couldn’t understand why. However, after a talk with my CMO, it became apparent that my team felt unmotivated and underappreciated. My team was the driver of our success, but I forgot to let them know. Immediately, I followed up with each employee. It was a bit of a process, but I made sure to find specific examples of each employee’s contribution towards our success. Within a week, our numbers were off the charts 📈. The team’s motivation was at an all-time high. This highlights the unparalleled importance of taking the time to recognize each employee to optimize company culture and performance. Saying “Thank you!” isn’t good enough. Aim to highlight specific examples. And if the headcount is too high, divide and conquer with your leadership. When was the last time you showed or received appreciation, and how did it affect your performance? #leadership #entrepreneurship #performance

I want to share some insights about motivating employees and challenge the traditional approach that often falls short. As leaders, we often rely on the carrot vs. stick approach, offering rewards for compliance and consequences for non-compliance. However, this outdated method rarely yields long-term results. True motivation stems from employees feeling great about their work, knowing that it matters and is relevant beyond financial statements. To truly motivate your team, start by providing context about the work you ask them to do. Help them understand the bigger picture and how their contributions make a difference. Recognize that challenges can impact motivation and be proactive in addressing them. Identify and alleviate any burdens that may hinder their progress. Remember, your own engagement and enthusiasm are crucial. If you're not motivated about the job, it's unlikely that your team will be either. Take a moment to check in with yourself and reflect on your own motivation for the work you do. Motivating employees is not always straightforward. It requires understanding each individual's unique motivations and managing them accordingly. This can be especially challenging for leaders with large or dispersed teams, and those already overwhelmed by their own workloads. So, let's challenge the status quo together. Instead of focusing solely on compliance, let's foster an environment where employees feel empowered and inspired. I invite you to share your thoughts and strategies for motivating your team in the comments below. #Leadership #Motivation #EmployeeEngagement #WorkplaceCulture #SoftSkills #ProfessionalDevelopment

As an executive coach, I consistently emphasize the power of appreciation in leadership. Recognizing the efforts and contributions of those around you isn't just about boosting morale; it's about building a foundation of mutual respect and loyalty. The most effective leaders understand that appreciation goes beyond mere acknowledgments; it involves actively listening, understanding individual aspirations, and providing opportunities for growth. This creates an environment where team members feel valued and understood, driving them to invest their best efforts. Remember, appreciation isn't a one-time gesture; it's a continuous leadership practice that fosters a culture of engagement and high performance. #leadership #growth #icfcoaching #appreciation

Regular recognition improves well-being, motivation, productivity, and so much more. Gallup has found employees should be recognized for great work about once a week. From prior experiences, I completely agree. My last role was one where I was managing a team of individual contributors while also building and scaling a product. A LOT was going on at once. Even with a full agenda, one thing we made sure to make time for at the beginning of each weekly team meeting was recognition. Leader to IC, peer-to-peer, anything....everything. The goal was to show recognition for everyone in the room. There are always a LOT of things going on. And in those instances, the little things can go unnoticed. Those "things", no matter how small, are contributions from the team. When the "things" go unnoticed, the individuals FEEL unnoticed. Unappreciated --> not valued. Including recognition in a group setting provides transparency, and accountability, and opens the lines of communication. As a result, everyone felt included, important, and valued. When was the last time you showed recognition, or appreciation for your team? Photo credit to: @gallup #employeeengagement #productivity #wellbeing #teamwork #workplacewellbeing #recognition