Often it is the little things that make a huge impact when it comes to employees feeling valued and respected. For every one of us, recognition looks and feels different, however, there are some common principles that can be applied, which ensure people feel good about their contribution and working lives. No matter how experienced we are as leaders, it is always important to revisit the basics and ensure we make the time and give energy to conscious acknowledgement.
‘What we do in our professional lives can often largely impact our self worth, define our sense of purpose and as leaders we have a huge responsibility to have a positive impact on those around us.’
‘The simplest things in life are free’ (as the saying goes) and yet these are often the gestures that are lost day to day in organisations.
So how can you ensure people feel recognised for their value and efforts?
– Shout from the roof tops about achievements and genuine value adds that individuals make to the business
– Reward and recognise high performance and just as importantly – address under performance and any undesirable behaviours quickly to ensure this does not undermine the wider team and business
– Really know your people and what drives them, inspires them and what acknowledgement means most to them.
– Provide opportunities to stretch and grow people/ push them out of comfort zones to achieve this.
How to ensure your employees/ team members feel valued and respected:
– Provide people with the freedom to deliver in their roles and make decisions within their delegated authority
– Agree on clear deliverables/ goals and then let people get on with it and communicate within agreed timeframes
– Allow people to flex in their working week to work remotely/ flexible hours and plan their week to balance personal and professional commitments
– Thank people for their efforts and provide feedback constructively and with specific examples ( this includes where they have done a great job).
– Above all – be genuine/ authentic and sharing of you and your time.
Included in my personal leadership mantra and toolkit:
BE SPECIFIC – when setting goals, providing feedback and this includes positive feedback and accolades. Tell people what you are thanking them for and how they did well and what the impact of their actions was for the business, you and their fellow team members, as this has genuine meaning and impact and will mean more.
GIVE TRUST FROM THE GET GO – the old mantra ‘ Trust must be earned’ is, in my humble opinion – counter-intuitive. It has always been my experience( having led large teams and businesses) that providing people with high trust and setting clear and stretch goals and then allowing them to deliver and holding them accountable for deliverables is the way to breed high performing cultures and gains huge buy-in and returns.
MAKE IT PERSONAL – People work for people, not organisations and it is therefore critical to know your people and for them to know you, understand their ambitions, their pressures and the things that matter to them in life. When you go the extra mile to connect and understand your people then it becomes clear how to best motivate, support and reward them, in a way that has the largest personal impact for them and ensures they feel valued.
Michelle is a Co-Director of Fusion Partners and provides leadership advice and recruitment services. To find out more or make a connection today – visit Michelle & Wayne at: fusionpartners.co.nz