When it comes to more senior employees, you might want to save your praise for occasions of superb performance: too much “confidence boosting” recognition can seem patronizing or unnecessary to experts, while a novice might find continuous praise highly encouraging. Jot down some guidelines to clarify exactly what does and doesn’t get celebrated so that people know what to expect. When their actions align with company values Īs mentioned earlier, it’s a good idea to celebrate clear demonstrations of your company values.
Acknowledging those moments when employees support one another – taking on someone’s workload so they can go on holiday, for instance – reminds people that their actions make a difference. Sometimes small things that count for a lot. When it’s made a difference to someone else Praising someone when they get it right for the first time (then easing off the praise as it becomes second nature) is a great way to give someone confidence. This is particularly relevant for new hires, but also for anyone testing new responsibilities or challenges. Here are some scenarios in which you might want to celebrate an employee. Recognition should be natural and authentic, and come from a genuine place of appreciation. Avoid going into overdrive and celebrating every day, or prescribing praise activities to people. How do I know when something is cause for celebration?īecause celebration should feel special, it’s important to choose the right moments to celebrate. Great leaders take the time to notice and reward great work And while you might not adopt this specific approach to failure, it still shows off the way X uses celebration to reiterate their company values. make it fail), because it stimulates their culture of innovation and bold experimentation. You could give someone recognition for attempting something courageously, even if it didn’t lead to tangible outcomes – at Google’s company X, employees famously get praise whenever they “break” a project (i.e. Of course you can celebrate a job well done but you can also celebrate a situation well handled, not just concrete tasks. Luckily there are many different ways to celebrate your employees in the workplace. However, you can’t shortcut your way to giving recognition – and having an official reward and recognition program does not automatically guarantee your employees will feel authentically recognised.
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What does professional celebration look like?Īccording to Gallup, both meaningful public and private recognition are bigger motivational perks than being given a promotion, bonus or raise. 35% explicitly note that this under-appreciation negatively impacts their productivity and a whopping 78% say they would work harder if only they were given more recognition. That’s not surprising when you consider that 65% of employees claim they’ve received no recognition within the last year. However, 79% of US employees who leave their job do so because of feeling under-appreciated. But this can be dangerous.” - Gary Vaynerchuk, CEO of VaynerMedia You just get to the next battle so you can win it. “If you’re all about the hard parts of business then you’re probably not too concerned about what happens when you get to the top of the mountain.
VaynerMedia CEO Gary Vaynerchuk admits that it simply doesn’t feel important or productive to him – although it might to his employees. Others simply aren’t used to receiving praise themselves, and don’t associate celebration with ongoing success. Some bosses worry that if they celebrate small wins it will invite complacency or distract people from upcoming goals. And even if we’re able to congratulate each other on promotions and big sales, we’re less good at celebrating the smaller week-to-week wins that enable steady overall growth. While many of us align success with a hard-working career, we’re more likely to associate celebration with our personal lives or leisure time. Traditionally, professionals have had a hard time celebrating success.
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