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Immediate recongnition is what employees look for.A simple "Thank you " by the leader or calling it out during Stand Up meeting goes a long way. The potential of the employees should be identified by the managers and by developing them further by giving key assignments will always go the long way

It's important to understand that every individual is different and how you show appreciation should reflect that. Some people will flourish with a public 'Well done', others will not. Know your people.

Every effort deserves acknowledgement and acceptance. The best way is by rewarding the effort on a timely basis. Try to reward immediately and announce the same. Let the person talk about the whole instance in public. It is really not the award that matters but the way the award is delivered that really matters. The appreciation has to be meaningful and the person being appreciated would cherish it when am equal amount of sincerity is shown in the appreciation.

Thats true, Showing Genuine appreciation to employee is great and powerful achievement for individual. Because of that employee will happy and motivate towards their strength and work. A potential employee is looking for appreciation.

This is more important now than ever as our work force becomes more remote, leading to isolation and detachment from a team culture. What makes appreciation "genuine" is to ensure that it aligns with how your employee wishes to be shown appreciation. Everyone responds to praise differently, so it's crucial to have this conversation with your employee 1:1 first.

Make sure to have a combination of in person conversations and a more formalized platform to exchange feedback. Training and guidance are critical in encouraging the process.

DO NOT give them a compliment sandwich! People know it's coming. Instead, here is the line: “I’m giving you these comments because I have very high expectations and I know that you can reach them.”

Rewards for employee contributions don't have to cost a fortune. Think across the Employee Value Proposition and find out what's important to your employees. For some, it could be an extended lunch break to go to the gym, or others it could be to get involved in more strategy work - for the right behaviours why wouldn't you offer this kind of reward. Think past gift cards and cash bonuses, what would make a real difference to your employees at your company?

Here's a few ideas to drive employee engagement: 1. Design a recognition program that encourages employee engagement while benefitting the organization’s investment. 2. Leverage an employee recognition platform. Infuse strategic recognition and reward ideas through a streamlined web platform to align and unite employees. To create a year-round approach, consider tying your recognition ideas to fun dates. 3. Recognize employees with milestone celebrations and years of service awards at high-impact moments that also align with your brand and support the company culture.

Recognizing our team's commitment to safety and decarbonisation not only highlights their importance but also encourages a culture of excellence and responsibility. From safety milestones to carbon reduction achievements, we celebrate contributions that align with our HSE and sustainability goals. Whether it's through awards, bonuses, or public acknowledgment, these incentives serve as a powerful motivator, fostering a sense of ownership and pride among employees. This strategy not only drives compliance and best practices but also inspires innovative thinking towards safer, greener operations. By integrating rewards for safety and decarbonization, we're building a more engaged, proactive, and environmentally conscious workforce.

THANK YOU That is the most underrated form of reward Most people want to do their job, to do it well, and then get on and live their life Stop trying to make your job their life. Let it be their job, but their job that they enjoy and do well at

To acknowledge employee contributions, understanding each individual's strengths, goals, and interests is key. It allows for personalized recognition, aligning their talents with meaningful opportunities. Regular, open conversations about aspirations and interests serve as a pipeline of ideas, enriching both leader and employee perspectives on potential contributions. Even top performers may move on, so it's wise to leverage their time with us. By aligning current projects with their future career aspirations, we not only benefit from their skills now but also invest in their growth. This approach fosters a positive environment where employees feel genuinely valued, enhancing engagement, loyalty, and overall performance.

A really quick way to get started is to personality tests with your team, and then talk about how people could use their strengths Another way is to read a book as a team, and to talk about what ideas people would like to put into practice Employee development can be expensive with training and such, but these are cheap and quick examples

Speak with them if in the office or set a TEAMS meeting if remote working. Personality tests or profiling is all very well at the recruitment stage however I’ve found totally different results from the various available programs. None of which were accurate in their outcomes. Employees,prospective or otherwise are individuals and should be treated on their unique traits and attributes

I would add that it's helpful to understand each employee's values and goals so that you can better align their development plan to what actually motivates them. Take the time to have 1:1 conversations with each team member and create a space where they feel comfortable sharing what they really want to achieve within your organization.

I recognize and celebrate employee contributions through a combination of regular acknowledgment in team meetings, personalized appreciation messages, and periodic awards to highlight exceptional performance. This fosters a culture of recognition, motivating individuals to consistently deliver their best work.

One creative way to acknowledge employee contributions is to have an interactive dashboard that mentions all employee contributions along with their assigned KPIs and monthly target achievement. This provides a detailed structure for the management to get clarity on how many employees are performing well and how many need training to scale their performance goals. The employees performing well can be rewarded with gift cards, merchandise, and experiential retreats. The underperforming employees can be provided with learning and development tools to strengthen their work process. By following this process, the management and its employees will be on the same page and help create a collaborative environment.

Saying thank you to employees is really important to keep team happy & motivated. We do this in different ways like praise them which helps everyone feel valued. When employees do a good job, we make sure to talk about it & show how their work makes a positive difference. Personally do thank them individually with messages or in 1:1 meets to make sure they know their efforts are important. We have programs like awards/ rewards to make it more formal. We ask for their ideas & include them in decisions to show they're not just noticed but have a real impact. Giving chances for learning growth recognizes their skills & dedication. Overall we make sure to appreciate our team in different ways making our workplace a positive & encouraging space.

Show your employees they matter by investing in their growth through learning, added responsibilities, rewards, and support. Genuine acknowledgment goes beyond recognizing their work to understanding and supporting their goals. Aligning organizational efforts with individual aspirations creates a positive, engaged work environment. In simpler terms, actions that don't contribute to your employee's personal and professional growth may have little impact. To achieve this, organizations, leaders, and HR need to understand their employees' needs, build healthy relationships, and provide encouragement.