How often do we say this to our teams that we lead?
I'm always struck by the number of high potential, high aspirational employees that simply feel burnt out and unrecognised for long periods of time.
Entire teams can often feel that no matter how hard they work, how many deadlines they meet, and how effective they are in their job, recognition is often an afterthought or, at worst, insincere.
As a team leader, when did you last say thank you or well done to your team?
A team culture of providing feedback, not only of successes but also with a healthy challenge around how things can be done better, results in building effective relationships and, ultimately, trust.
Create a thank you feedback culture
Here are three key areas of focus that you and your team can work on to build a high performing culture of delivering effective thank you feedback.
Give thank you feedback in the moment. Authentic and honest feedback is often better received and given in the moment that the observation has been made. By all means give people public recognition but it shouldn't stop you giving feedback there and then.
Give thank you feedback that is clear and specific. To truly celebrate success, it is important to directly refer to clear and recognisable observations that you have made.
Be authentic. Authenticity in the moment builds trust and, along with open and honest feedback, it will result in a highly engaged, high performing team.
When the time is right, and you're ready to work together to transform your Talent strategy, let’s set up a 45-minute discovery call to see if my approach is right for you.
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