How often should you encourage or thank a staff member for doing the job they are hired to do?
I recently posed this question to a business leader I’m working with, and it’s one worth reflecting on.
Some Quick Background
This leader runs a manufacturing business with a team spread across the lab, production floor, and office. Like many leaders, he manages not just operations but also the evolving needs of people. Two recently promoted managers, once team members on the production floor, now find themselves leading their peers. Four months into these new roles, they’re feeling the pressure.
Moving from doing the work to managing others doing the work is no small leap. And the demands and expectations of their new roles have left them feeling overwhelmed. It’s a common challenge for newly promoted leaders.
The Power and Problems of Celebration: A Parental Perspective
Personally, I’ve never been a fan of paying kids for getting good grades or for simply showing up to the rec league basketball game. Most psychologists agree, btw.
Should a parent celebrate what should be expected? Perhaps, but over-celebration is problematic:
- External vs. Internal Motivation: Celebrating expected behavior can lead to a reliance on external rewards rather than fostering internal drive.
- Entitlement Mentality: Over-rewarding ordinary effort can create an entitlement mindset, which diminishes the value of intrinsic work ethic.
- Diminished Value of Effort: If every action gets rewarded, the idea of working hard for its own sake gets lost.
- Unrealistic Expectations: What happens when rewards stop? People can struggle to meet expectations in environments that don’t immediately reward their efforts.
On the flip side, failing to celebrate or recognize team members can be equally damaging:
- Decreased Motivation: Without recognition, even the most diligent workers might feel unappreciated and lose motivation.
- Burnout: Continued effort without acknowledgment leads to burnout—emotionally, mentally, and physically.
- Resentment and Frustration: A lack of recognition fosters resentment, which poisons morale and productivity.
It’s a rock and a hard place. Celebrate too much, and you lose the value of effort. Celebrate too little, and you risk demoralizing your team. So, how do you strike the right balance?
A Celebration Solution
This is a tension to manage, not a problem to solve. But here are some guidelines to help you find that balance.
1. Recognize Effort, But Reserve Major Celebrations for Exceptional Achievements
It’s vital to acknowledge consistent effort but save the bigger celebrations for major milestones or standout accomplishments.
2. Differentiate Between Recognition and Celebration
Not every success requires a full celebration. A simple “thank you” or verbal acknowledgment often suffices, whereas larger celebrations should be reserved for team-defining achievements.
3. Encourage Intrinsic Motivation
Create a culture that encourages internal motivation. Help your team find joy in growth, learning, and accomplishing goals rather than seeking external rewards.
4. Set Clear Expectations
Clarity is key. Make sure your team understands what is expected of them. This way, they know routine accomplishments are part of the job and don’t necessarily warrant celebration.
5. Celebrate Growth and Progress, Not Just End Results
Celebrate the journey. Recognize people for their growth and progress in developing skills or adapting to new roles, not just the final product.
6. Be Consistent with Your Approach
Inconsistent recognition causes confusion and resentment. Ensure that recognition and celebration are consistent across the board.
7. Use Celebrations to Reinforce Values
Make sure celebrations align with your organization’s core values. Celebrate behaviors and achievements that reflect what you want your team to embody.
8. Involve the Team in Deciding What to Celebrate
Let your team weigh in on what should be celebrated. This creates buy-in and ensures that celebrations are meaningful to everyone involved.
9. Be Mindful of Frequency
Over-celebrating diminishes the impact of recognition. Be mindful of how often you celebrate achievements to keep celebrations meaningful.
10. Balance Celebrations with Constructive Feedback
Celebration is important, but don’t forget constructive feedback. Pairing recognition with feedback promotes growth and prevents complacency.
One More Thing…
If you found this helpful, please pass it along to other leaders (and encourage them to subscribe!). I work hard to help leaders replace their positional authority with relational influence. Let me know if you are interested in a conversation.
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