What are the best ways to show appreciation for your team's flexibility and adaptability?

When I think of personalize my praise what comes to mind is knowing the individual I am looking to acknowledge. What makes them feel valued? They might like to “fly under the radar” and not want grandiose celebratory praise. But if they like that I am happy to share to others their achievements! How we make people FEEL is remembered often as opposed to the actual words. As a leader, I want my team to know their success is my biggest success. Without them I am nothing, they are the experts and I need to fluid on how I communicate on all matters and take an individualized approach with them all.

1. Public Acknowledgment: Give public recognition to the team as a whole for their collective efforts in being flexible and adaptable. This could be done in meetings, newsletters, or on a company-wide communication platform. 2. Reward and Recognition Programs: Implement reward and recognition programs that specifically acknowledge and celebrate adaptability and flexibility. Consider awards, certificates, or even small tokens of appreciation. 3. Flexible Work Arrangements: If possible, reciprocate their flexibility by providing options for flexible work arrangements, such as remote work or flexible hours. This shows that you understand and value their need for work-life balance.

Take the time to get to know your team members. Understand their goals and their lens (perspective) everyone does not want to be CEO. Live your Open Door policy make sure it swings both ways.

The key to personalizing praise is to make sure you always give yourself time to get to know your people. Almost daily, I check in with people, ask them how things are going and over time a connection is made. This connection is what is used to decided how to personalize recognition or praise, based on the relationship that I've been able to develop with my people. Everyone is different and being able to recognize subtle differences can prove to act as a guide when addressing certain individuals.

Two little words that have such an impact at work… Thank You. Whether you say it in a group, one on one or in a private note. When it’s warranted, just do it. There are people that believe giving praise or saying “thank you” leads to complacency or slacking. I don’t think that is true at all. I believe it builds confidence, pride in their work and loyalty to the team. It also can give the other team members a sense of direction when they hear a coworker being praised. Reminding them what the goals are & how to get their own praise. Everyone wants to feel appreciated.

If a team leader or manager goes up to the individual to praise their work or personally highlight that individual's achievement in the group meetings, it has a very strong positive effect on individual's personality and performance.

Understanding the dynamic motivators in every member of your team will enable you to gauge whether public, private group or individual praise is the right way. Some will be embarrassed and not want to raise their standards consistently others may thrive on public recognition. Some will respond with simple apathy as they are simply doing their role to the best of their ability. Thanking everyone collectively or individually at the point of good work should simply be the norm. I even believe thanking as many people for that day's efforts as they are leaving is appropriate too. Be nice be humble and earn mutual respect because if you lead correctly when more is required from each individual they won't need to be asked they will simply act

One of the main rules I try to abide by as a supervisor is "Praise in public, redirect in private.". I always make a point to point out when a staff member has done something well, even if that something is just a normal part of their job. I try to make a point to do this in front of the rest of their co-workers, so they feel that everyone is being made aware of their hard work. With that said though, you do need to know your staff. I have had an officer who hated being the center of attention. So instead of my normal way of praise, I asked her to hang back a minute after briefing and let her know I greatly appreciated her hard work and effort the day prior. She left with a huge smile and he head held high. Get to know your staff.

Showing appreciation for your team's flexibility and adaptability is crucial for morale and motivation. Here are some effective ways to do so: 1. Acknowledge Their Efforts: Publicly recognize and praise team members who demonstrate flexibility and adaptability. 2. Provide Opportunities for Growth: Offer professional development opportunities that allow team members to enhance their skills and adapt to new challenges. 3. Celebrate Successes: Celebrate milestones and successes achieved through the team's flexibility and adaptability. This can be as simple as a team lunch or a more elaborate recognition event.

Provide Opportunities for Growth, Show your team that you value their ability to adapt by providing opportunities for professional growth and development. This can include offering training programs, and mentorship opportunities, or assigning them to projects that allow them to further develop their skills.

Quick doesn’t mean unsafe quick is a better system and organisation. A plan a method. In my experience your body can only take you so far it’s the plan that takes you all the way and beats everyone. The body is the bonus so look after it like an athlete. Between the 2 it’s a force.

I've always found the incentive of leaving early beats the incentive of extra money hands down when it comes to productivity! "We can be finished in an hour!" Vs "I'll pay you an extra hour" If anything, everyone on overtime where I've worked has slowed down once they're on "their own time" Something to consider.

Cuando ya conoces tu equipo de trabajo tienes que delegar responsabilidades para que se involucren en el resultado que buscas y así será más fácil llegar a la meta que se busca

Flexibility and autonomy is clearly still a very hot topic, especially as employers and SMTs continue to communicate working models that resemble post covid structures. There is definitely a balance and a hard one to strike but I think again it comes down to relationships and understanding the needs and characteristics of your employees and/or teams. It’s not a one size fits all. That being said, I’ve worked 5 day weeks with all in the office as well as 4.5 day weeks with 2 mandatory days in the office. My own experience is that you have to be mature and use your own discretion on when you need to be in and when you have to work longer but what is clear is that it can definitely make people feel appreciated.

Work with individuals and teams to help them determine what works best for them, you may need to agree parameters such as we have to meet x hours for our customers but how we do that can be worked out by the team and let the team put forward how they want to work. It really helps to know your people for example one might have a child who has challenges and needs to go to therapy regularly during work time - make stuff like that work it’s important. People work to live and should not live to work, it’s a two way deal always.

El opuesto a flexibilidad es rigidez y el opuesto a autonomía es dependencia. No existe un camino más seguro para conducir a la falta de "engagement" que practicar un liderazgo directivo que "define y sabe todo". Mantenerse inflexible al cambio y a la innovación es una calamidad. Esta forma de gestionar, socava la creatividad, la respuesta al cambio y convierte a las personas en peones. La flexibilidad es la base de la agilidad organizacional. Por otra parte, la autonomía es clave para el surgimiento del liderazgo, empoderamiento y el aprendizaje basado en los errores. Una persona empoderada y con autonomía no te garantiza que no se equivocará pero si te garantizará altos niveles de compromiso y el surgimiento del intrapreneurship

Offering autonomy and flexibility to the right team member has a very strong positive effect on the whole team/project. As long as the individual is meeting the goals/objectives, giving flexibility and autonomy shows the respect and trust on them which enhances vendor's performance positively.

Otra forma de mostrar aprecio por la flexibilidad y adaptabilidad de tu equipo es ofrecerles flexibilidad y autonomía a cambio. Esto significa darles la libertad de elegir cómo, cuándo y dónde trabajar, siempre que cumplan con los objetivos y los estándares de calidad. También significa delegar responsabilidades, confiar en su criterio y evitar el microgestión. Al hacerlo, les demuestras que confías en ellos, que respetas su estilo de trabajo y que les das la oportunidad de equilibrar sus necesidades personales y profesionales.

Many companies prefer to pay overtime rather than hire addition staff as its cheaper and companies think it improves moral. Whilst having dealings with a client the issue of man hours verses men came up and whilst agreeing he said but see the output during overtime compared to normal time Bonuses is a good reward if administered fairly and not on favouritism. Salary adjustments for the best workers also has limited impact.Rewarding staff is always going to be subjective in how it is done.

Acknowledging team member flexibility and achievement through providing opportunities for growth is very effective. It will increase the appreciation of member towards his leader and increase productivity of the team member; it will also create a competitive environment which is all to be on favor of the job.

This is a very important factor to be considered to retain hardworking, honest employees. Providing growth opportunities to the relevant employees earns their long-term loyalty.

One of the best ways I feel appreciated was by the opportunity of growth. Taking the next steps in your career involve excelling in your current role. My favourite way to reward team members for their achievements is to provide the opportunity of training and learning new skills to open the door for growth. Even if it’s for self development the skills that one can learn through training and mentoring of senior employees will last a lifetime and can be applied to future roles.

Providing growth opportunities to your team is a motivation package in itself it covers all aspects. By doing this you are not only valuing their service but also making sure they are gaining perspective .

For me, providing opportunities for growth goes beyond a hierarchical scale in the company, it also has to do with the opportunity for personal growth, how the company or your leader gives you the space to learn from other areas or time to study, It also gives you the space and the opportunity to contribute your knowledge in other areas that are not your daily work.

As per my idealogy and experience this works Foster Cross-Functional Exposure: Leverage your expertise to create a culture of cross-functional exposure within the corporate training framework. Encourage team members to explore diverse aspects of the business by temporarily participating in projects or teams outside their immediate scope. This exposure not only broadens their skill set but also enhances their understanding of the company's holistic operations. By facilitating these cross-functional opportunities, you not only show appreciation for their potential but also strengthen the versatility of your team, fostering a dynamic and adaptable workforce.

Focus on employee wellbeing: When employees feel like their health is important to the company, they’ll feel appreciated. You can support physical health by implementing a wellness program that rewards employees for healthy living with extra time off, gift cards, or other prizes. Or, supplement healthy food options at the cafeteria and provide healthy snack options. Also, look at how you can help sustain mental and emotional health. Consider offering training in mindfulness and stress management. Listen to employee concerns about workload and make changes as needed to encourage work-life balance.

Una tercera forma de mostrar aprecio por la flexibilidad y adaptabilidad de tu equipo es brindarles oportunidades de crecimiento profesional y personal. Esto implica facilitarles el acceso a recursos, formación, mentoría y feedback que les permitan desarrollar sus habilidades, conocimientos y competencias. También implica asignarles retos, proyectos y roles que les motiven, les estimulen y les saquen de su zona de confort. Así, les ayudas a potenciar su talento, a mejorar su desempeño y a prepararse para los cambios futuros.

The importance of growth opportunities has distinct advantages in most cases as people need to see the future as brighter.However,some employees don't want to work outside gheir comfort zone so in such cases will be no incentive.Team building programs works in many cases.

Being treated like your important at what you do for a company is priceless. Also everyone feels better after being praised by others for doing a good job or going above and beyond at their position.

I love this idea and it brought about a profound change Institute a Recognition Wall of Impact: Drawing on your corporate expertise, introduce a dynamic Recognition Wall of Impact within the training environment. Create a visible platform, whether physical or digital, where notable achievements and contributions are highlighted. Encourage team members to share their success stories or recognize their peers for exceptional efforts. This not only fosters a culture of continuous acknowledgment but also provides a lasting record of collective accomplishments. By curating this Recognition Wall, you not only celebrate individual and team successes but also instill a sense of pride and motivation within the corporate ecosystem.

In my experience, acknowledging and celebrating your team member’s milestones is always a positive thing. Even if they may not express it, everyone desires to be celebrated. Helping to fulfill this need, can only foster better relationships between you and your team.

1. Motivation and Morale: Recognition and appreciation boost team morale and motivation. When individuals feel valued, they are more likely to be engaged, committed, and enthusiastic about their work. 2. Team Cohesion: Expressing gratitude fosters a sense of unity and strengthens team cohesion. It reinforces the idea that everyone's contributions are vital to the overall success of the group. 3. Productivity: A positive and appreciative environment contributes to higher productivity. Team members who feel acknowledged are likely to be more dedicated, creative, and willing to go the extra mile in their tasks.

Está claro que la búsqueda de los resultados y la excelencia se requerirá a veces de ser crítico y de efectuar diversos feedbacks que muchas veces serán directos y exigentes para mejorar. Esto no es un problema a menos que estés desbalanceado. Si solo estás dedicando tiempo a la corrección, te volverás una figura de liderazgo asociada con un campo emocional negativo; tenso, crítico y displacentero. Expertos como Marcel Losada, recomiendan que estás interacción se ven balanceadas en una dinámica de 3 es a 1. En este sentido, para cada interacción negativa, deberás haber invertido 3 interacciones apreciativas y positivas. Diseñar instancias de celebración no solo es deseable sino que es fundamental para cultivar el balance saludable

In the age of ever changing industries, sometimes milestones may feel unattainable. Whether it be shipping delays, late submittal reports, it all adds to the finish line pushing out and morale to decrease. Identifying the low hanging fruit milestones and showing that there is change occurring, that keeps the motivation going. Celebrating big milestones will just increase that motivation and dedication.

na cuarta forma de mostrar aprecio por la flexibilidad y adaptabilidad de tu equipo es celebrar los éxitos y los hitos que hayan alcanzado. Esto significa reconocer y recompensar los resultados positivos que hayan obtenido, tanto a nivel individual como colectivo. También significa festejar y agradecer los esfuerzos y las contribuciones que hayan realizado, tanto en las grandes como en las pequeñas tareas. Puedes hacerlo mediante incentivos, premios, reconocimientos, eventos, etc., que refuercen su sentido de pertenencia, su orgullo y su satisfacción.

Pizza! 🍕 Get the team around the table for food and a meeting centered around celebrating birthdays of the month. Take that time to cheer them and share some of that strategic stuff they are dying to hear about in an atmosphere free of constraints. Don’t organize it, get them to organize it and show yourself as the champion who’s honored to be there to share their potluck and say only as much as they want. Make them the stars of the event.

This is such an easy one that a leader can implement to show appreciation to the team and can mean so much to the individual, especially taking time out of our busy schedule to celebrate a team member's birthday. Acknowledging achievements is going to encourage and motivate the team to strive towards more successes.

People like to hear they have been a part of something that to them may be very important. I've been at my job twenty-four years. In my time I have received a five-year pin, ten-year pin and a twenty year pin. The pins don't say much to many people but to me they remind me of what I've accomplished not only at my job but in life. Showing people, they are appreciated with a pin, a letter, or something in this area speaks well to many people, especially in front of their co-workers.

Showing appreciation is a quick and easy way to boost employee morale though it’s important to know what drives team members and tailor appreciation to each. Put 5 minutes on your calendar every Friday as a reminder to thank someone for the week. Another very impactful method is a personal handwritten note.

Appreciation in any manner and any forum, it will boost up the energy and confidante when they hear about it that their Leader praising their good work, it’s ignite them and motivate them to do work from inside and not let him(leader) down never ever.

Creating a culture of appreciation shows that you value your team/employees. The recognition allows them to be noticed for the hard work and adaptability that they posses. It shows them that their hard work pays off, goes unnoticed, and will be rewarded making them want to perform. When you combine the recognition with incentives, it increases productivity!

1. Verbal acknowledgement for all small and big achievements. 2. Use gestures in discussions (even emojis in email and virtual meetings) to highlight positive inputs. 3. Publicly celebrate the milestones.

An exercise that has already become a culture in our company is to thank and recognize our colleagues, regardless of whether they are from other areas or not, this has helped us to positively reinforce the extra effort they make every day to achieve our objectives. This recognition could be in public or private.

Appreciation in any manner and any forum, it will boost up the energy and confidante when they hear about it that their Leader praising their good work, it’s ignite them and motivate them to do work from inside and not let him(leader) down never ever.

A culture of appreciation makes it intentional and a way of life within an organisation. A culture of appreciation also captures the other options in one, creating an environment that workers are ready to come into and put in their best efforts and display positivity.

Simple things like saying thank you and being honest and sincere with your team. A pat on the back goes a long way and giving them credit for things they have lead or were a part of the team success.

Cuando te involucras con tu equipo sienten el apollo de ti siempre estarán haciendo su trabajo Feliz y será motivación al ver eso de ti avía ellos

As I am a huge fan of culture and appreciation, this can be included through Leverage your expertise to institute an Appreciation Ambassador Program within the corporate training framework. Identify team members who naturally embody a spirit of gratitude and appreciation. Empower them to serve as ambassadors, encouraging others to express acknowledgment and recognition. Implement a structured system where these ambassadors share success stories, recognize achievements, and facilitate appreciation activities. This creates a continuous loop of positive reinforcement and ensures that the culture of appreciation becomes ingrained in the organization's fabric, fostering a workplace where recognition and gratitude thrive organically.

Become their cheerleader and acknowledge their efforts whenever you can, even when they are not present. Let others know how much you value your team members.

Build them to be YOUR replacement! To step in and be the leader, to fill and flow! Encourage them to be their best, which is your best! Show them love and compassion!

Everyone needs to be appreciated, albeit in different ways. Knowing how each person likes to receive recognition is important. But above all, acknowledging someone’s efforts goes a long way to bringing out the best in the person!

Here are some ideas for showing appreciation for your team's flexibility and adaptability: - Acknowledge and celebrate when they've successfully handled a challenging situation. - Be flexible with them when they need to adjust their schedule or workload. - Recognize and reward them for their hard work and commitment. - Offer flexible work arrangements, like remote work or flexible hours. - Encourage a healthy work-life balance and give them time to recharge. These actions will help your team feel appreciated and motivated to continue being flexible and adaptable.

Figure out what is the best way to praise the individual. Some like Privitt. Some like to be out in front of the team, some are more personal and just need a note of thanks.

Appreciation needs to be shown in much more than an 8.5x11 piece of paper and a handshake. It needs to be more than "thanks for taking on all this extra work due to deadlines, here's a slice of pizza and a couple wings." When considering how to show your appreciation, ask yourself this question: "Will this go a long way or will it just pacify them?" Trust me, your staff will know which.

One thing to remember is that different personality types respond differently to appreciation. The key is to crack the code for each person and show them appreciation in the way that means the most to them.

Another way to show appreciation while also showing respect is to fully communicate with your employees. If there is a specific catalyst for changes/need for flexibility, communicate that reason to your employees openly and honestly. Giving them context shows them respect and gratitude and helps them understand what is going on, which in turn helps everyone to navigate the situation more successfully.

Tell them, that’s all they really need and it’s a win win for everyone. Acknowledgment goes a very long way 👍 we are all really similar in so many ways. We have hearts and feelings.

Listen your team first and try to implement their views with smart modification that demonstrate commitment to their well-being.