Employee recognition strategy in team settings

by on May 11, 2009 · 0 Comment POSTED IN: HR Info Center

Recognition and rewards in team settings need to link to operational goals

At the end of the project, seek input from the team on who should be recognized and get specifics on why. And don’t make it about one thing, think about all the ways that the team contributed to meeting the company’s goals.

I think the best strategy is to give team praise with individual employee recognition. I find this works best. And you can use the input from the team on the individual employee recognition that should be given out.

Team Competition
Setting up departmental or team competition may not be a bad thing in your organization. In fact, it could be a potential upside in say, a manufacturing environment where the competition could lead to new product breakthroughs or better performance.

It’s worth keeping in mind that rivalries could form when doing team employee recognition. And you will need to evaluate whether or not that’s a good thing or a bad thing. And if it’s a bad thing, it’s good to figure out how to mitigate the badness – is that a word?

Team rewards and individual employee recognition
Here a couple of additional ideas on some employee recognition and rewards in team settings. So, set up milestones along the way to recognize achievements of individuals from a team. This goes back to an idea in the preceding page, again, about having team members vote.

Have team members vote on a participation award, although the team leader is ineligible. Whoever wins the award then becomes the team lead and is therefore ineligible at the next round of voting for the participation award.

I have used this technique many times for teams that last six and nine months or longer. And I found it to be an excellent tool to teach recognition but it also as a major side benefit of getting all team members motivated. I would say this type of award actually inspire a healthy dose competition amongst team members as no one wanted to be left out from winning an award.

Next, set up milestones along the way to recognize the progress of the team. I’m suggesting say at a halfway point or let’s say, where finders, you know, where findings are presented, some place that makes sense in the journey to completing the goals.

And when that happens, definitely have a manager or senior executive stop in and thank the team and offer guidance if the team is floundering. Or, if the team came up with an idea and it didn’t work, have the manager recognize what they’ve learned from the project that didn’t take off. That’s particularly good when testing new product ideas. You come up with a bunch of stinkers before you hit the million-dollar jackpot.

Finally, I love the handwritten touch. Anytime I receive a handwritten thank you for completing a task or project, even for a gift, it’s made my day. Handwritten anything anymore is so rare these days, but you can really distinguish yourself by doing so.

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