Comment reconnaître les réalisations de l’équipe lorsqu’un projet est terminé?

When a project has been completed, it is essential to acknowledge the team's efforts and dedication. Show gratitude and recognition to each team member for their valuable contributions and hard work throughout the project. Celebrate the successful outcome together, promoting a positive team culture and motivation for future projects.

Acknowledging team accomplishments is a very useful tool as long as one does not overuse it; it can lose its efficiency fast.

I try to acknowledge both individual and group accomplishments. Individually, when someone receives a stellar review or lands an interview at a hard-to-get-into spot, then I'm sure to share the information and congratulate them across social media and to the broader team. For bigger accomplishments, like exceeding our sales targets (we increased our sales by over 400% in 2023 compared to 2022) I offered to host our behind-the-scenes team and our editors on a three day cruise. This provided an opportunity to blow off steam and to unify our teammembers.

Acknowledging team team value add, certainly builds trust and displays appreciation of the collective effort it took to realise both the project objectives as well as the associated benefits of the project. Its also assists in communicating the value proposition of the EPMO throughout the organisation.

Acknowledging team’s and individuals accomplishments is always a great tool for leader and resource. This will boost the confidence and keeps resource motivated to achieve more as his/her good work and accomplishments are being noticed and awarded…

There is no right or wrong time to acknowledge any team’s or individual’s accomplishments. This is a live event which should go across the project cycle and will create positive and healthy competition in the team’s and individuals.

With longer running projects, it's important to establish incremental milestones and celebrate success along the way. Waiting until the end of a multi-quarter or year project can create a loss in momentum and enthusiasm - people need love along the way. Set up milestones every 6-8 weeks as opportunities to recognize great work, provide feedback, and make adjustments to how the project is going.

Acknowledgements, much like any form of feedback must be timely and commensurate with the actual "thing" being recognised. There is definitely a wrong time to do it, as from my experience, as it can feel more about the company recognition at that stage rather than the individual/team. (of course that depends on what your goals are!)

It is important to celebrate throughout the various phases of the project. It was bolster confidence of team members as well as that of stakeholders. Celebration must be visible beyond the team boundaries. This will provide the foundation for a motivated and high performing team throughout the project.

Contributions should be recognized and rewarded immediatly after reaching a critical milestone corresponding to a significant challenge even if the challenge is not scheduled. In the case of non-achievement of the challenge or of a problem related to the quality of the deliverables, it is recommended to postpone the recognition of the achievement and to announce the new date corresponding to the celebration to maintain the expected level of performance.

To recognize people effectively, it's important to understand what resonates most with them. Some people like a public thank you, others a private note. Ask your team members how they prefer to be recognized, and then honor that to the extent that you can.

Recognition should be able to factor in personal preferences, however this is highly dependent upon the rewards and recognition framework of the company. Giving public accolades is certainly the place to start but benefit or recognition that resonates at a personal level will be much more effective and impactful in creating sustained motivation in the team.

It is recommended to set the rewards according to the effort provided. Particular attention should be paid to non-financial rewards: a letter of thanks, a medal, participation in a trip, etc. Team members could even be invited by the CEO for lunch or dinner.

Recognizing team achievements is crucial for a positive workplace. Acknowledge publicly, write thank-you notes, offer awards or certificates, celebrate with team events, and consider bonuses or professional growth opportunities. Peer recognition and regular feedback help sustain motivation. Lead by example, document accomplishments, and tailor recognition to individual preferences for an effective acknowledgment strategy that inspires continued excellence.

É importante entender que cada pessoa tem uma forma diferente de receber o reconhecimento.Alguns prefere de forma pública,outras de forma mais particular podendo ser através de um bônus ou até promoção dependendo de cada caso.

When it comes to the end of a project, and we want to share results, I also like to include stakeholders from around the business so that they see what other teams are accomplishing, and can recognize our value and cross-collaborative efforts.

In the program of the ceremony, I recommend providing a period of discussion to allow management to publicly congratulate the members of the project team. The members of the project team could give their feedback and possibly the historical moments or funny experiences lived. It is possible to invite members of other projects with equivalent challenges to share the event and experience the moments of glory, which could motivate them to achieve their goals with a view to benefiting from the same rewards in the future.

One should focus on the value add achieved as a result of the contribution being acknowledged. Contextualise it in terms of the bigger strategic picture of the business and the future benefits that will be derived. Acknowledging the challenges and risks that had to be managed in delivering the milestone being celebrated, will illustrate appreciation for the tenacity of the efforts it took to deliver.

In your acknowledgment, be specific about what the team achieved, highlighting the project's goals and outcomes. Mention individual contributions and skills that were instrumental in success. Express genuine gratitude, emphasizing the team's dedication and hard work. Connect the accomplishment to the organization's mission and values, reinforcing its significance. Ensure your acknowledgment is sincere, personal, and tailored to the team's preferences for a meaningful recognition.

Para incluir um bom agradecimento, é importante reconhecer sua equipe bem como cada um em suas particularidades. Assim você vai ter um feedback e ter mais acerto na hora do agradecimento.

Ensure that your acknowledgments are authentic and sincere. Make them specific and also avoid generic praise. No one wants a cookie cutter praise. Each team member is unique in their own style and that should be properly and personally acknowledged.

Pitching your acknowledgement of the team at the most impactful level of communication which will result in positive exposure and accolades for them, coupled with the right timing will increase its perceived value by employees.

It is possible to make recognition more impactful by entrusting the organization of the event to specialists such as colleagues from the communication department within the company. Adopting good practices also helps to make recognition more impactful, particularly presenting congratulations as part of a group, using several forms of rewards and organizing the celebratory event at an appropriate time and in a well-chosen place.

Authenticity is your acknowledgement is the best form to create the impact. If you're being honest about the appraisal, it will be deeply felt. Depending on the team member, you might want to do it privately, publicly, or in a series of small gatherings—really depends on how the team member appreciates being acknowledged. Also, it's important to provide context on why the achievement matters. Many times, it's not explained why a certain deliverable is key and how it impacts the rest of the business—this is key to help align individual achievements to the overall organizational purpose and goals.

To create impactful acknowledgment: Be timely and specific, highlighting achievements and individual contributions. Express genuine gratitude, linking the accomplishment to organizational values. Personalize recognition to fit team members' preferences. Celebrate publicly to inspire and reinforce the accomplishment's value. Provide continuous feedback for growth. Share success stories to inspire others. Lead by example, showing appreciation in your actions. Document achievements for performance evaluations and career development.

Seek feedback and input: Engage in a post-project evaluation or retrospective meeting where team members can share their thoughts, insights, and lessons learned. Acknowledge their feedback and recognize the collective effort in driving continuous improvement. Given hybrid and remote work arrangement, ensure the acknowledgement in inclusive of all members irrespective of the location.

Not only acknowledging but celebrating team accomplishments on completed projects helps not only each member of the team feel seen & valued but it helps with career moves. It's important for a team manager to acknowledge this & do it in a manner that is genuine. In addition, let's not forget hilighting the contributions of each member. It is easy to send an email or give a shout out during a meeting about a project completion, but as a team manager, you can really shine and shine some light on team members when what and how they did is brought to light. This goes a long way for each person in the team as well as team manager who is also seen as a great leader. Know your team & don't be afraid to give each person the shout out they deserve.

Self-assessment to evaluate individual and group professional performance is also an interesting subject to explore. It is about equipping managers with the necessary tools to make possible self-improvements