Celebrating Small Wins: The Power of Recognition in Team Motivation
Harnessing the power of recognition, and its impact on team motivation, can be a game changer for leaders. All too often though, against a backdrop of fast-paced business environments where the focus is on fixing and resolving business challenges, sometimes with strained budgets and widespread employee burnout, small acts of recognition can fall by the wayside. In fact, one of the most common themes in our leadership development programmes is senior teams acknowledging they don’t celebrate successes enough with each other, their teams, or the rest of the business.
Therefore, for senior leaders, recognising and celebrating small wins isn’t merely a nice-to-have; it’s a strategic priority that can drive significant improvements in team engagement and motivation, overlooking these opportunities is a mistake. So, what can leaders do to ensure they are prioritising recognition, to unlock this potential?
Why recognition is important
Celebrating small wins offers significant benefits to leaders, employees and businesses, often with little to no cost attached to it. Recognising achievements can significantly enhance employee well-being, boosting confidence and self-esteem. Employees who feel valued are more engaged, loyal, and connected to organisational purpose, values and culture. These benefits are felt not only by the individual who is being recognised, but also by those around them.
According to Gallup, employees who report feeling inadequately recognised are twice as likely to consider leaving their job in the next year. Conversely, those who feel properly recognised are 40% more engaged. Engaged employees are more productive, happier at work, and more aligned with the company’s culture and goals.
How to get it right
To make recognition truly impactful, it needs to be meaningful and authentic, here are some areas to consider:
- Make it meaningful and personal: Avoid creating the impression that recognition is an afterthought or a checkbox exercise. Understand that different individuals prefer different forms of recognition. Some may appreciate public acknowledgment, while others may prefer a quiet note of thanks.
- Consider the source: Recognition carries more weight when it comes from the right person. It could be from a manager, a CEO, a peer or a stakeholder, there is no right answer, it’s about choosing the best approach to the situation.
- Timing matters: Recognition should be timely. Acknowledging a win soon after it happens ensures that the recognition is relevant, memorable and impactful.
- Be specific: Generic praise can feel insincere. Be specific about what the individual did and why it mattered. This specificity makes the recognition feel genuine and valued.
- Details are important: Show that you value your employees by putting thought into how you recognise them. Handwriting the note, or remembering small personal details can make all the difference.
- Encourage peer feedback: Peer recognition is powerful. HR Connect research found that effective peer-to-peer feedback can increase performance and productivity by 14%. Encourage a culture where employees feel comfortable and motivated to recognise each other’s efforts.
Examples of Recognition
Think back to a time when you felt most appreciated and recognised in your role. What specific actions or events made you feel valued? How did this recognition impact your motivation and performance?
These are just a few examples of ways you can show recognition to your employees, but be as creative as possible!
- Cards: A handwritten note, delivered at the office or sent to their home, can be incredibly meaningful. It shows that you took the time to personally acknowledge their efforts
- Certificates: A certificate or formal award can be a tangible reminder of an employee’s success, can be proudly displayed and provide inspiration to others.
- Public recognition: Highlight achievements during meetings or in company-wide communications.
- Celebratory events: Hold a meeting or small event to celebrate team achievements. This can foster a sense of community and shared success.
Other considerations
While recognition is crucial, it shouldn’t replace other essential elements like fair pay and good working conditions, rather it is an additional tool to enhance everything else you are doing as leader.
It’s important to also consider “reflective recognition,” as highlighted by the Harvard Business Review. This involves understanding that employees want to be recognised for may not always align with what you personally appreciate or value. Invite employees, either individually or in a group, to reflect on and share their achievements and what they’re proud of. This can provide deeper insights into what they value and how they perceive their contributions.
Creating a culture of recognition is not just about improving morale—it’s about building a motivated, engaged, and loyal team. By celebrating small wins and recognising the efforts of your employees meaningfully and authentically, you pave the way for a more positive and productive work environment. As senior leaders, the challenge lies in consistently integrating these practices into your daily routine, ensuring that every team member feels valued and appreciated.
How motivated and engaged is your team?
Talk to us about our bespoke leadership development programmes and how they can help you and your team.
