Your team's morale is suffering from lack of recognition. How can you motivate them to excel?

Say "thank you" publicly and privately for their work and effort. Honest gratitude matters so much more than anything else. And remember to take the credit for your team's success last, and the blame for failure first: you're getting both anyway.

Un moyen de comprendre les besoins de reconnaissance est l'entretien individuel de performance. Durant cet exercice, vous pouvez apprécier le travail effectué, apporter une notation sur l'effort fourni, comparer par rapport aux récompenses octroyées à la personne en terme de salaire/d'avancement, d'aborder le sujet de la satisfaction au travail et des désirs de progrès et ainsi mieux cerner de façon factuelle la problèmatique de la reconnaissance comparée à l'investissement de la personne. Partant de là, du budget disponible et des formes de reconnaissances possibles (financières, non financières) préparer un moyen de reconnaître la personne en s'assurant que la forme de reconnaissance satisfera également à ses besoins.

Ter o time contigo é conhecer a pessoa que está ao seu lado, ir além das "Skills", saber os pontos fortes para serem lapidados e destacados, e os pontos fracos para serem trabalhados e melhorados. Planejamento, transformação e acompanhamento são tópicos que podemos ter tanto no projeto quanto para pessoas. E devemos ter essa consciência de sempre adquirir e compartilhar conhecimento, afinal, sozinho não conseguimos nada no dia a dia de um projeto!

To address low morale stemming from lack of recognition, it's crucial to understand each team member's unique needs and motivations. Some may appreciate public praise, while others prefer private acknowledgment or tangible rewards. Engage in one-on-one conversations or use surveys to discover what type of recognition resonates most with them. By taking this personalized approach, you demonstrate attentiveness to their preferences and a commitment to fostering their success, which can significantly boost morale and create a more supportive work environment.

Acknowledge the distinctiveness of each individual and establish a connection with the uniqueness of others until the collaborative efforts of all individuals are integrated to achieve the mission. Everyone will therefore be able to see their worth and relevance. It is important to remember to celebrate and acknowledge small and big victories, while also fostering an environment in which "Opportunities For Improvement" are addressed constructively until a culture of excellence is established.

Après avoir mis en place des objectifs SMART (spécifique, mesurable, atteignable, réaliste, temporel), liez ces objectifs, acceptés en discussion avec le personnel, avec un facteur de notation qui permet d'identifier le niveau de réalisation de l'employé sur une échelle par exemple de 1 à 10. Chaque niveau de réalisation pouvant aboutir à une récompense particulière d'ordre financier direct (bonus annuel, augmentation de salaire..) ou aboutir à une catégorisation supérieure, voire une promotion ou lettre officielle de félicitation .....

Every quarter I'll set a one on one to talk about the past and give a focus. In addition I'll create tiny goals that could be very clear to my employee

Often the teams suffer from low morale when they are not familiar with the future personal growth and skills they would develop. Recognition can be in any form, it might be in the form of new escalated project handed over or may be some more innovative work in comparison to the current form of work a person is working on. Sometimes this needs to be linked with the thinking process of the concerned person and aligning it to a path which would lead to a definite goal. Raising their spirits high with continuous interaction and making them feel involved and important in decision making process while showing the practical future vision would definitely lead to a high morale.

Goals must be tracked! Show the progress and celebrate momentum! But be able to speak with staff on the goals that don’t progress as fast or not at all. Maybe it’s a goal that needs to be refined or reset or ejected.

Cuando un equipo trabaja sin metas claras, es como jugar fútbol sin porterías: corren, sudan, y al final nadie sabe si ganaron o no. Y lo peor, ¡nadie aplaude! Para subir la moral, lo primero es poner esas porterías bien visibles y decirles: '¡Ahí es donde vamos a meter los goles, equipo!'. Las metas claras no solo evitan que el equipo corra en círculos, sino que le dan una razón para celebrar. Así, cuando logren algo, puedes darles el reconocimiento que se merecen. Al final, metas claras y un buen reconocimiento son el combo ganador: porque correr es divertido, pero correr sabiendo a dónde vas (y que te van a aplaudir al llegar) es mucho mejor."

Be genuine with compliments. Tell them "loudly" when they do well in public and individually for the select that does exceptionally well. Work with them, show them that you personally know what is expected of them.

Apart from providing positive feedback both publicly and privately, it is also very important for us to "create opportunities" for team members to present their work and ideas to upper management. This will boost their confidence.

Motivação é uma chave importante para manter o engajamento da equipe, e uma maneira de se realizar isso é através do reconhecimento, não só financeiro. Elogios sempre são bem vindos, quando merecidos e em momentos certos, para manter o foco, comprometimento e performance da equipe.

Recognition is crucial for every individual, boosting morale and performance. A small praise can have a greater impact than financial rewards. Be vocal, appreciate colleagues for the right reasons, and foster a culture of appreciation. - Set up internal team awards - Nominate team members for organization-wide awards - Seize every opportunity to recognize outstanding contribution

Implement a system for regular shout-outs during meetings or through team communication channels. Celebrate individual and team accomplishments, no matter how small.

En faisant participer l'employé à l'exercice, établissez un plan de carrière qui tient en compte ses compétences, ses réalisations professionnelles, mais aussi ses aspirations de progression à l'échelle de l'entreprise. Partant de là, établissez un plan de formation pour permettre à l'employé de se former, de clôturer ses écarts de compétences et ainsi pouvoir avoir les aptitudes pour non seulement performer sur son poste actuel, mais aussi prétendre à une avancée formelle au sein de l'entreprise. Vous aurez mis en place un puissant facteur de motivation permettant de fidéliser l'employé qui plus est les talents.

Imagínate que el equipo es como una planta: si no la riegas, se marchita. Pues lo mismo pasa con los humanos, pero en lugar de agua, necesitan reconocimiento. A veces, creemos que con el sueldo y los viernes de pizza es suficiente para mantenerlos verdes y brillantes, pero no. La falta de reconocimiento es como un eclipse constante que apaga el brillo de cualquier proyecto. ¡Y ahí es donde entra el 'plan de crecimiento' como el abono milagroso! Un poco de humor y unas palabras sinceras pueden hacer maravillas. Al final, si queremos que el equipo crezca, necesitamos reconocer no solo lo que hacen, sino lo que podrían hacer si se les da la oportunidad. ¡Que no falte el abono del crecimiento profesional y una buena dosis de luz

You need to make sure you not only understand where your team want to grow but also in what areas they need to grow to achieve their dreams.

Praise individually the good steps and motivate the initiation of hybrid ideas. Give the means to success, Offer the means to your employees generously, to create your company's and their own growth. Praise intramuros and socially, the successful deeds of your employee. Share the success and apply Teal Management principles proactively

Faça-os sair da sua zona de conforto, instigando-os em novos desafios para que possam conhecer mais processos e desenvolver habilidades até então, não estimuladas.

Recognition is crucial for every individual, boosting morale and performance. A small praise can have a greater impact than financial rewards. Be vocal, appreciate colleagues for the right reasons, and foster a culture of appreciation. - Set up internal team awards - Nominate team members for organization-wide awards - Seize every opportunity to recognize outstanding contributions

Rewarding efforts is not about salary growth but rather those actions that demonstrate that you perceive your employee as partner, the main vector of your company's growth. The terms to that goal, are set mutually and progressively. The less hierarchy there is, the bigger the Growth and the reward for everyone in the project.

This can be very encouraging for team members because it shows they are being seen and appreciated. The extra time off is important, even if they may not utilize this time off all the time, it just gives them the mental note that they can always rest after work doing a good job

Recognize efforts as soon as they happen to show that you notice and appreciate their contributions and Instead of just saying “good job, Well done” highlight exactly what the individual did well and reward them, whether it was completing a difficult task or demonstrating leadership in a team setting. Finally Create a Time Based or Task Based Recognition Program (physical or digital) where team achievements are highlighted.

By consistently recognizing and valuing your team's efforts. Consider implementing a reward system for outstanding performance, such as gift cards, extra time off, or other incentives

To foster team spirit make sure that your team knows that you can always be counted on to have their backs.The best way to do this is with actions and not words.

Fostering team spirit goes beyond organizing events. True cohesion comes from creating a sense of equality within the team. Just like in football, everyone has their role, but during the game, hierarchy fades. If there’s a disconnect between team-building activities and the office reality, they become meaningless. To build genuine team spirit, tasks assigned to employees should not carry any sense of superiority.. Like in an airplane, every part is crucial—focusing only on the wings and engines overlooks the essential role of the landing gear. In the age of AI, it’s also vital to redefine jobs to ensure each role has real value and purpose, avoiding environments that fuel selfish ambition.

Foster a culture of support and collaboration where team members feel safe to express their ideas and contributions. As a leader, demonstrate appreciation openly.

Crie um ambiente de trabalho saudável com todos, estimulando-os no desenvolvimento, fazendo-os ser importante no processo. Mas seja leal, transparente.

El reconocimiento en un equipo es como la sal en la comida: puede que no la notes cuando está, pero vaya que se siente cuando falta. Si el equipo está apagado por falta de reconocimiento, es hora de condimentar el ambiente. . En lugar de esperar que cada quien luche por su propio aplauso, fomentemos que celebren sus logros juntos. Un reto en equipo o un proyecto colaborativo bien recompensado con una buena dosis de reconocimiento puede hacer magia. Así que, si el equipo está flojo por falta de brillo personal, ¡hagamos que brillen todos juntos! Al fin y al cabo, un equipo que celebra unido, permanece unido... ¡y más feliz!"