Are You Ready for Part 2?
This is not the first (or last) you’ve heard about rekindling our passion in our job. In particular, we want to feel satisfied at our job.
The second thing we’re going to talk about in this VLOG series is such a missed opportunity when it comes to being able to retain our top talent. When we employ this next strategy, we will save money and resources by not having to constantly recruit and retrain new folks. But more importantly, we will also enable people to be more productive and satisfied while they are working for our company or organization.
It’s about team recognition!
Team recognition can be peer to peer, and it can also be department to department. I suggest that you identify what mechanisms you have in your workplace that allow this to happen. Are you encouraging it to happen, or instead is there fighting and competition between departments and teams?
There’s another piece I suggest you reflect on: How do you build recognition rituals into your teams, team meetings, retreats, training, orientation (and the list goes on)? Do you find ways of building it in so it’s consistent? How do you get to a point where it may even be a ritual that people start to acknowledge what’s already working before jumping into a meeting right away? There are many ways you can do this, but I’ll share one with you right now:
In a past VLOG, I talked with you about resource gossiping. If you haven’t seen it yet, here is the link! The important reason why we need to resource gossip is because it is so easy, like we saw in last week’s business study, for us to turn to the negative. It is so easy to focus on the negatives and only see what’s not working, when in actual fact, so much of what we have within our team relationships are working. Resource gossip brings social glue to teams that are falling apart. Why do we need to fall apart when we can talk about each other in a healthy way?
These are just a few of the strategies you can use to build recognition rituals into your teams. I’ve given you some resources before and I hope they’ve been helpful to your team culture. I hope you really consider jumping onto this one (resource croaking – gossiping) in particular, so that you have some fun, new and unique ways to build and practice team recognition. It’s by far your easiest way to boost engagement in your workplace and organization. If you are serious about being satisfied in your job and promoting teams that are satisfied in their roles, why don’t you share this post with other people who, like you, are invested in making things better? And while you’re at it, why don’t you subscribe to my YouTube channel because I’d love to be able to keep giving you ideas about how to have healthy, happy workplace cultures!