For example, if they hit their sales goal for that quarter, maybe take them out of the office for a team cooking class, hike, or catered cruise.
In fact, managers, supervisors, and team leads make up the most meaningful forms of recognition.
You need buy-in from other leaders as well (especially if cross-functional collaboration is common). Lack of buy-in from higher-ups: You understand that recognition is important, but you can’t carry the burden by yourself.Perceived shortage of time: You want your team to be productive, so you keep moving immediately to the next project, without taking time to celebrate wins and successes.The benefits of employee recognition are obvious, but then why isn’t it more commonplace?Įven though adequate recognition sounds simple in theory, there are a number of barriers that can stand in your way when making it a reality.