Recognizing Individuals
In an organization, recognizing the effort of individuals and making them feel appreciated is an important part of the management process and is a necessity for facilitating a healthy workplace environment. As a leader, it is partially my responsibility to ensure that every team member has the ability to feel validated and recognized in their work. Employees will be free to suggest and implement their own projects and ideas, as well as possibly work on things that interest them (Hastwell). Additionally, I will establish a unique and inclusive reward system that will be flexible enough to support the majority of the team. As far as I understand, workers are usually rewarded for their performance on the basis of doing a task well or showing exceptional results. However, noting a single individual or a small group for their achievement may be insufficient to truly make every team member feel needed and create unnecessary tension. For my organization, I propose a system to recognize and reward the varied accomplishments of every team member, allowing each of them to feel more like a vital part of the process. In this vein, many different kinds of performance will be noted, including communication, team cooperation, goal completion, workplace relationships, and attitude, among other things. By taking all of these factors into account, it will be possible to highlight the achievements of the majority of the workforce. In terms of rewarding performance, small but personal touches will be preferred, such as planned days off or holidays, gift cards, confectionaries, or group café visits that will additionally build team relationships.
Telling Stories that Recognize Individuals
In my work, I want to be able to recognize the effort and contributions individuals provide to the organization, as well as tell others about them. This process includes discussing and celebrating the achievements of every individual on a regular basis, preferably during scheduled company meetings and unofficial gatherings as well, as making sure that the people working in a team know that their work is seen by the management. Additionally, I want to promote a culture of appraisal, one that will be more open to uplifting others and team-wide positive encouragement.
Celebrating Team Accomplishments
In terms of celebrating accomplishments, as I have noted previously, I suggest using a varied personal reward system to help every employee. Such perks as being able to take an additional day off, receive a gift card or other kind of monetary reward, or gifts for their work are what I will be aiming for. In this process, I will allow the employees themselves to choose the reward that seems more appealing to them, depending on the circumstances in each case. Additionally, the entire team will be taken to celebrate major work goals and achievements as a way to include each individual in the organizational process and promote further team cohesion.
Building Informal Social Support
I want the work team to feel like one big family and for the employees to be able to rely on each other and on me. In a workplace, trust and support are among the most important considerations, especially considering the stressful world of today. For this reason, it is necessary to establish a culture of acceptance, encouragement, and honesty. The organization works to provide a stable foundation for its employees, a place where they will find those that can listen to them and assist them if needed. Through the promotion of communication and acceptance in the workplace, I hope to build a social support network within the company. Additionally, any employee will be free to communicate directly with me if they require any help regarding days off or pay, among other things.
Reference
Hastwell, C. (n.d.). Creating a culture of recognition. Great Place to Work®. Web.