3 experienced managers share their best one-on-one conversation tips
Great managers know that one-on-one conversations play a key role in the success of each individual on your team—including yourself. These dedicated …
Part of your job as a manager during these unprecedented times is to keep employee engagement high. An effective way to do this is to implement creative remote employee recognition ideas that keep your team morale high and offer bursts of daily motivation.
Despite risks that your company will not reach its targets this year, employees need to know their contribution is still creating a positive impact. It’s up to managers to recognize a variety of behaviours, whether directly related to the company’s financial gain or not.
Practicing employee appreciation can increase engagement, productivity, and employee morale, especially in teams that are now separated by distance. Here’s why it’s so important:
For the sake of your remote team’s engagement and morale, put these employee recognition ideas into action on a weekly basis.
For your next 1-on-1, prepare an example of something your employee recently did well, and explain its impact.
Whether in a team meeting or in a company-wide “Kudos” channel on a platform like Slack, give employee recognition publicly. This can be highly stimulating and inspire a collective energy of positivity and engagement.
We programmed a Kudos “formula” through Slack to ensure that every moment of recognition is thought out and thinks beyond reaching goals to demonstrating company values.
Give kudos to one team member in a shared Slack channel and ask them to pass it on.
Thank you, [Team member] for your [help, positive attitude, support, ideas, or other]. Thanks to your contribution, [describe impact]. Please pass on a kudos to someone else on the team who has impacted you this week!
Great leaders don’t take all the credit when presenting team wins. Citing contributors publicly demonstrates that you value the contribution, and that you’re transparent about the help you received.
Recognize the context in which your employees are working. Point out where they are doing well in terms of remote work and let them know that you understand the difficulties of the time and appreciate them being part of the solution.
Topics you can cover:
Even virtually, your employees are celebrating big milestones such as work anniversaries or the end of a big project.
In a new context of work people might need more, or different forms of recognition from their managers. Instead of trying to guess, take the time to ask each employee:
Recognize employees on a regular basis
A 2017 report from Gallup shows that if 60% of employees were recognized daily, managers could reduce absenteeism by up to 27%. Absenteeism exists in virtual offices too, and is more difficult to track. Regular recognition can do a world of good for your team.
Gift cards and money do not always provide lasting impact. Instead, offer personal verbal or written feedback on a person’s performance that is explicit about the job they did, and the impact it had.
“Thank you for helping me on Project X today despite your busy schedule. The impact of your help for me personally was Y, and for the team was Z!”
Deloitte shows that 54% of employees would prefer to be recognized with a “Thank You,” versus 7% who would prefer a gift.
Colleagues, managers and executives benefit from recognition too! Promote peer-to-peer recognition across the hierarchy to build a meaningful culture of recognition all around.
A lot goes into a project. Remember to recognize those who may not be seen but who still provide valuable contributions.
Try: Host a brainstorm when your survey shows low metrics, and encourage direct input from the team. Take advantage of the brilliant minds in your company to find a solution.
With all that’s happening in the world, it’s crucial to keep your team’s motivation and engagement high. Employee appreciation takes time and effort, and it may feel like something that can be skipped during busy, stressful times, but it’s well worth the effort.