People need to know that what they do matters. As a Leader, recognising when people do good work, early and often is important. By doing so you are telling them they are respected and valued, you are encouraging them to continue with these successful behaviours and are effectively coaching them.
In this article, Christopher Littlefield suggests inviting your people to share their recognition preferences via questions such as
- What have you been working on recently that you are proud of?
- What do you want to be acknowledged for?
- What are you working on that’s exciting you?
- What has been the hardest part of your job lately and how have you been navigating it?
Of course, respect should start with the hiring process – make sure all roles are advertised fairly, free from bias (eg gender), and always describe the role requirements accurately and minimally. Personally I am a fan of removing ludicrous references to rockstars, or suggesting that only people who are smart and want to work hard need apply. Really? Who is hiring lazy idiots?
Next streamline your interview process, ensure it is inclusive involving more than just tall slim white gentlemen with a degree in astrophysics and please don’t ask people to do hours of project work. It’s silly.
When you get to the offer, make it fair for expected role delivery. Nothing says undervalued faster than low balling someone for their skills/experiences and potential. Undervaluing people is such a small minded short term approach. You want people who are intrinsically motivated to do their best possible work, that does not start from a feeling of being undervalued.
Once you have the person in your team, then you need to make sure you set them up for success with a positive onboarding experience. Work with other new hires to figure out what they wished they had experienced in their first few weeks / months and continue to iterate.
Of course, then you get on with the wheel, purpose, inclusion, autonomy and begin to recognise them for their contribution, progress and attitude – often. You can be incredibly creative here – some people love a public shout out, whereas others prefer something less in the spotlight. Regardless, figure it out and do it – if you are not sure, spend more time with each person and ask them ‘how do you like to be recognised’. Invest in each person as the unique individual they are.
Next: Growth.