Transformation begins with small but mighty changes.

Talk is Cheap

…unless it’s a manage up. Messaging and celebrating the impact of an individual doesn’t have to be elaborate. A simple manage up of an individual’s impact in front of the larger team means more to most than a purchased prize.

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Reward Mastered Skills

Monitor your aspiring leader’s progress and when a new leadership skill is mastered, recognize and reward the new leader. Individuals generally like to be recognized and rewarded in different ways, try to be as personal and specific as possible. If you are using or creating a formal new leader development program, incorporate regular reward and recognition into the program plan.

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See it – Reward it

Recognize the right behavior right away. Don’t wait until it’s time for a quarterly or yearly recognition program. Make it a habit to recognize performance that deserves to be rewarded.

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Recognize the Good

Confronting organizational issues gives the leader the opportunity to teach important lessons about behavioral norms and living the values of the organization. Use positive examples of colleagues leading by example especially through a conflict or challenge. By recognizing and rewarding colleagues for living the mission of the organization, this clarifies the expectation for all employees in the organization by demonstrating what right looks like.

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Be Specific with Reward and Recognition

As part of the Reward and Recognize principle, we encourage the development of systems and processes to notice and recognize great work. We know that to be most effective we cannot leave recognition to chance. Making reward and recognition is specific is key. To get started, set up a notebook to build on the processes you already have in place. Arrange tabs in the following categories and document processes as they are developed: Celebrating weekly wins, peer-to-peer recognition, individual notes of thanks, department/group celebration, and formal public recognition.

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It’s More than a Note

Organizations generally reward and recognize employees, but too often it has been the equivalent of a generic pat on the back. If we get specific about the behaviors we reward and recognize, we’ll go much further toward encouraging others to practice those behaviors. Plus, it’s important to create systems for recognition, such as writing a certain number of thank-you notes. Handwritten notes sent to employees’ homes can have a huge impact on their lives.

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Consistency Creates Excellence

Managing up ensures that the right behavior gets repeated—not just by the employee who originally performed the behavior, but also by those around that person who observe the reward and recognition. Recognizing people encourages others to do the right thing, and ultimately it encourages the consistency we need in order to create a culture of excellence. Does your organization have a system in place for employees to submit manage-ups?

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Focus on Being Grateful

If you’re feeling grateful it should be hard to also feel sorry for yourself. One way gratitude can change your perspective quickly is by asking yourself, “Does someone on the planet have it worse than me right now?” It’s likely the answer is “yes.” To instantly change your perspective try:

  • Writing a Thank-You note to a friend or colleague.
  • Going out of your way to do something nice or useful for someone else.
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Rejuvenate High Performers

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?

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Recognize Service Excellence

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.

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Harvest Wins from Data

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.

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Recognize Performance

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.

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Recognize Strengths

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.

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Recognize New Team Members

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.

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A Handwritten Thank You

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.

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Value Based Recognition

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.

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One Step at a Time

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.

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Forward Virtual Wins

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.

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Align Awards to Performance

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

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Catch Them in the Act

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

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Celebrate people

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.

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