Como reconhecer os membros da equipe que não estão em posições de liderança?

3 pontos importantes sobre o tema. 👏 Reconhecimento de Membros Não-Líderes: Primeiro, implemente um sistema de reconhecimento peer-to-peer, onde colegas podem destacar contribuições uns dos outros. Segundo, celebre sucessos em reuniões de equipe, mostrando apreciação pública. Terceiro, ofereça feedback positivo regular e personalizado. 🤔 Como você reconhece sua equipe? Compartilhe nos comentários!

We have 8 characteristics that are important to our sales leadership team around the "how" people operate and if done well, we get the "what" - i.e. sales. During our monthly calls, once a quarter I bring out the 8 character traits, talk about them, and recognize individuals on the team who represented one of these behaviors. It's a great way to showcase the value of how our team approaches their work, what we value in future leaders, and allows them to be recognized for more than the sales numbers.

Use 1 on 1's to provide regular feedback and to discover what method of recognitions works best for them. You can also involve team members in discussions and decisions that impact their work. This not only shows trust but also makes them feel that their input is valued.

In leadership, I've seen a game-changer – involving the team in decisions and getting their hands dirty. It's not just about strength; it's about self-recognition. It used to be top-down decisions like tablets from a mountain. Now, leaders partner with their teams on the journey to success, breaking down boss-employee barriers. Recognition from being in the action is more potent than external praise. Empowerment, giving the team a say, creates a culture where every voice matters. It's not just about better decisions; it's about everyone being an architect of change. Leaders who embrace this are onto something big – planting seeds for self-recognition that goes beyond usual praise.

Appreciate, recognise, reward wherever possible, and pay attention to their needs and requirements. Recognising and appreciating excellent work, or when you spot their proactive approach, enterprise, or strong team paying skills, is paramount. You can do so in private, public or both. This is often the oxygen that spurs better output in future. For those who repeat such performances or who display the highest level of team ethics, it is important to spend time with them and encourage them whenever possible Dropping in to spend a few minutes with them or calling to check on their well-being can work wonders if you are their head of department. Nudge their manager to be responsive to their needs and take care of their well-being.

I use the strategies below: 1. One-on-One Feedback I like to share my feedback directly with team members who deserve recognition for their accomplishments. I congratulate them and speak about the value they have created. 2. Share it with Others When the value is significant, the recognition must be shared with a larger group. This is satisfying for those recognised and inspiring for others who learn about this. The greater the achievement, the more people I share it with. The recognition of team members could be shared with their peers, members of other teams, everyone in the workplace, etc, depending on the nature and impact of the contribution. In case of exemplary work, I share it on LinkedIn. This is when the world needs to know.

key to recognizing non leadership team members would start from Involve non-leadership team members in decision-making processes, especially those that directly impact their work. This not only shows trust but also demonstrates that their opinions and perspectives are valued.Organize team-building activities or outings to create a positive and inclusive team culture. This allows team members to bond, share their achievements, and feel a sense of belonging.

Leadership is crucial here. Willingness to get to know each team member, what motivate them or encourage, is important. The most important things leaders needs are strong communication and empathy skills, keen observation, adaptability to individual preferences, leadership qualities that inspire, constructive feedback delivery, patience for ongoing recognition efforts, and a focus on fostering collaborative success. Try with questions like: "Your work on project made a difference. How can we build on this success together?" or "Facing challenge can lead to growth. How can we navigate it and support your development?" or "What acknowledgment motivates you most personally?" or say "Your skills in this area shine. Your commitment is inspiring"