Hacks – Feedback and Recognition
1. Use employee engagement surveys.
Engagement surveys and polls are a great way to make your employees feel heard. Anonymous feedback helps employees give truthful and honest feedback, which can be beneficial to the success of your team.
2. Ask your team to review their peers after a project.
Establishing a culture of reviews and feedback starts with management. The more employees get exposed to peer feedback, the more open they will be to receiving it in the future, which will create a culture of openness and willingness to be critiqued.
3. Practice “Triple A Recognition.”
Here’s how you do it: Acknowledge who they are and what they did. Appreciate them with thanks and specifically pointing out the behavior and why it helps and finally, show some affection for their actions to reinforce your recognition…think high fives, handshakes, fist bumps.
4. “Socially engineer” opportunities for people to give feedback to others.
Example: First week – tell new hires to use your recognition wall to recognize somebody who helped them onboard.
5. Use a recognition wall to boost morale and showcase employee accomplishments.
The old adage, “what gets talked about gets done,” is especially relevant when recognition is given to team members, since it helps shape their mindset on what is important. Positive feedback and praise are low cost/ no cost strategies that help employees stay engaged and satisfied in their work. Read more on the ROI of recognition in the workplace.
6. Ask how they want to be rewarded.
Making yourself aware of your employees preferences and motivations will help you keep them engaged and productive. Some employees will respond differently to rewards, for example rewards of food versus more time to work from home. Asking is a great way to understand each employees’ needs and preferences.
7. Engage executives in giving recognition.
Kudos from an executive team member will go a long way with your team. As a manager, you have the ability to communicate more closely with your company’s executive or leadership team, so try to use that power to encourage the higher ups to recognize your team.
8. Do a “communication styles” training.
Employees are like a box of chocolates – you never know what you’re going to get. Not all employees prefer in-person feedback, and conversely, not all employees prefer feedback via a tool. Hold a quick training with your team to understand each of your individual employees’ feedback and communication preferences.
9. Ask your manager and other cross-functional leaders to send a quick thanks or shoutout.
Similar to asking executives to give recognition, making the effort to encourage other company leaders to show their appreciation will have a lasting impact on your team.