How often have you been told that you’re appreciated and doing a great job? How does it make you feel? Chances are, it gives you an instant boost and inspires you to keep giving your best. A little bit of recognition goes a long way, yet it doesn’t always come naturally. Recognition should be a priority in every workplace.
When team members aren’t performing as expected, we usually have no issue addressing it. But why don’t we take the same approach when people exceed expectations? To build a successful team, businesses need to understand two key concepts: Reward and Consequence. This blog focuses on rewarding and recognising your team. Stay tuned for the next instalment, where we’ll dive into addressing team members who aren’t meeting standards.
How to Reward and Recognise Your Team
The first step in effective reward and recognition is understanding your team members. Who are they, and what truly motivates them? For instance, imagine your boss rewards you with a ticket to a Friday night football game to say thanks. If you don’t enjoy football, the gesture might feel impersonal and disconnected.
Take the time to get to know your team. What are their drivers? What hobbies do they enjoy? Engaging in casual conversations can reveal a lot about what makes each person tick. When you recognise their individuality, you can make your appreciation more meaningful. For instance, if you know a team member enjoys movies, a cinema pass can be a thoughtful, tailored gesture that shows you’ve put in the effort.
Small Gestures, Big Impact
Recognition doesn’t always need to be grand. Keep a drawer stocked with small rewards—scratch cards, chocolates, vouchers. A simple handwritten thank-you note with a small gift attached can make a significant impact. Taking a few moments to write a note shows you’re genuinely valuing their efforts.
When and How to Recognise Your Team
Effective recognition starts with regular check-ins and performance reviews. By investing in your team’s personal and professional growth, you can assess performance, set goals, and show that you’re actively interested in their development. During these reviews, set clear KPIs and goals for the next period to track progress and celebrate milestones.
There’s no ‘required’ or ‘right’ number of times to reward your team—do what feels right for you. Larger, more valuable rewards can be given less frequently, while smaller rewards might be used more often. Whatever you choose, make sure it’s meaningful and purposeful. Avoid falling into the trap of rewarding just for the sake of it, as it will quickly lose its impact.
Why Recognition Matters
Recognition is more than just a feel-good moment. It has a measurable impact on workplace culture and team dynamics. Here’s why it matters:
Encourages positive behaviours – When you acknowledge good work, people are likely to continue or improve it.
Shows team members they’re valued – Recognition demonstrates that you care about and appreciate their contributions.
Builds a positive workplace culture – Encourages team members to support and recognise each other.
Strengthens relationships – Creates stronger connections and mutual respect within the team.
Boosts motivation and performance – A motivated team is more productive and less likely to struggle with poor performance.
Need support implementing a recognition program in your business? At Peak Potential Coaching Co., we offer comprehensive HR consultancy & training services to help you build a culture of appreciation, improve team dynamics, and support your team’s growth. Investing in your team’s development is crucial to building a thriving business. Contact us today to learn more about how we can support your HR & development needs and help you create a high-performing workplace.
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