LeadershipTips

Conversations to re-recruit high performers are intended to have the high performer leave the conversation feeling appreciated, rejuvenated, and with a renewed sense of purpose. How would you express to a high performer they are a valuable member of your team?

Who provides unmistakable value within your organization? Who follows the standards for service excellence? When you see it, recognize it! Thank this person for living the organization’s values and being an example of what right looks like. You can let them know on the spot, or bring it up during your next team meeting. Recognizing the behavior and actions that are most important to our organization’s success positively reinforces the performance we want to have continued.

One way to use data you’ve collected is to identify wins from the results and follow-up with a celebration. When you begin to review your data, start by looking for 3 wins you can pass on to your teams and celebrate.

Plan to recognize at least three individuals or teams for their exceptional work at your next employee forum. Include results harvested from your leadership team. Consider opening with these “wins” to begin the forum on a positive note.

During one-on-one meetings with employees, provide specific praise in relation to the employee’s strengths. Communicate how the employee uses their specific strength to accomplish organizational goals.

While introducing new team members to other employees in the organization, boast about their previous success, experience, and how they are a great asset to your organization. Reduce any anxieties and confirm that you are happy and the new employee is a good fit for your team.

Observe the right behaviors. For example: When employees are doing exceptional work, being especially helpful to others, and living the values/standards of the organization, then act. Hand-write a genuine, thank you note with specific details and send it to the team member’s home. Thank you notes are meaningful and are saved over time by those on the receiving end.

Recognize an employee of the month for living out organizational values or create an opportunity for peers to reward each other monthly for living out values.

Annual or 90-day goals broken into bite-sized pieces create the opportunity for small, achievable wins that build momentum and confidence within the team. Use these small achievements as an opportunity to celebrate progress towards the goal.

When you receive an email from a customer or client celebrating an individual who makes a difference in your organization, spread the love. Forward the email to your entire team. Not only does it provide an example of what the right behavior looks like, but it will also help the team stay connected to their purpose.

Everyone makes a difference in the organization. Spend time during quarterly strategy sessions awarding individuals who have reached specific performance outcomes.

Set clear expectations by immediately recognizing individuals who are doing the right things in the right way.

Look for who is modeling what’s right today, and thank them. “The key to developing people is to catch them doing something right. Catching people doing things right provides satisfaction and motivates good performance.” Ken Blanchard & Spencer Johnson – The One Minute Manager

Recognizing when things go well is one of the most effective ways to get more of what we want. Publicly recognize a member of your team for a job done right.