An "employee of the month" or "team of the year" program may have value. But what about all those other employees and teams doing outstanding work that may go unnoticed? Instead, you could schedule time during regular meetings for employees to thank their colleagues. Or perhaps install a bulletin board – be it physical or virtual – where employees can celebrate their co-workers' successes.

By encouraging rewards and recognition throughout the organization you create and reinforce a culture of appreciation. And though the goal should be to get everyone involved, it starts with examples, expectations and resources from the organization's leaders.

2. Get Creative

The trophy. The certificate of appreciation. The gift card. While these more traditional forms of recognition still hold value, alone they can feel like hollow gestures rather than true appreciation. Organizations that make recognition an everyday practice need to find creative ways to say "thank you" and "job well done."

Perhaps you could bring in sweet treats on Friday afternoons to celebrate the end to a successful week, or hold regular company barbecues where the managers dish out hamburgers, potato salad, and extra portions of gratitude to employees going through the serving line.

Creative recognition programs that go beyond the expected not only recognize employees, but they also create a buzz and help tell the story that this is an organization where appreciation is a priority.

3. One Size Does Not Fit All

Every employee is different. And when it comes to recognizing workplace achievements, what suits one person may not suit another. For example, a former co-worker of mine was scheduled to be recognized for her years of service and outstanding work at a company-wide event. But on the day of the celebration, she called in sick.

Afterward, I learned that she suffered significant anxiety for days leading up to the celebration. Not everyone wants to be in the spotlight. In fact, many people who go above and beyond do so not for a pat on the back, but simply because they enjoy it.

We later celebrated in a manner she felt more comfortable with: an informal lunch with her immediate team. As I came to know this employee more closely, and many others like her, I learned that these smaller, personal recognitions made them feel more valued and comfortable.

Make Recognition a Priority

The challenge for organizations is to keep recognition approaches relevant, meaningful and valuable. By establishing recognition as a core organizational value, employees learn that they are appreciated every day, not just on occasion. Better yet, they are invited to be part of a culture of recognition.

What's Next?

Recognition is powerful. So, what can you do to celebrate and recognize the contributions of team members? And don’t forget your own!

For more on the value of recognition, check out our articles The Power of Praise and Recognition and Giving Praise.

Our 30-minute Expert Interview with Chester Elton, Using Recognition to Drive Performance, offers a nuanced take on showing appreciation to your team.

Tip of the Week

Prepare for Public Speaking

By Melanie Bell, Mind Tools Content Editor

Do you panic when you’re asked to give a presentation at work? Or maybe you grit your teeth and get through it, feeling more shaky than confident.

When I worked as a university instructor, I guided dozens of students through practicing the skills needed to give powerful presentations. I’ve given speeches, taught classes, and facilitated workshops, all of which required those public speaking skills that make so many of us nervous!

One key is to prepare. Decide on what you’re going to say ahead of time and practice it. And activities like Toastmasters, and volunteering to give small presentations (such as in a meeting with colleagues), will help you polish the skills you need to speak engagingly in higher-stakes situations.

I used to play a game with my students where we wrote topics on slips of paper. They’d pull one from a hat and be given a minute to improvise a speech about it. Try this out – it's fun practice to talk about silly things (one memorable topic was “potatoes”) and it can prepare you to answer your audience’s curveball questions!

Pay attention to your body language. Stay grounded in your body as you speak (remember to breathe!) and move and gesture naturally. If eye contact makes you nervous, no one in the audience can tell if you’re looking at their eyes or their foreheads (or noses).

For more public speaking tips, check out our article Better Public Speaking.

Pain Points Podcast

When someone joins your team, what is the right way to manage them? You don’t want to smoother them but you do want to help.

Join Jonathan and the team on this week’s podcast where they discuss how to manage a new hire.

Subscribe today!

News Roundup

This Week's Global Workplace Insights

Rat Race? Millennials Prefer the "Soft Life"

As The Guardian reports, increasing numbers of Millennials are leaving corporate careers and pursuing what they call “the soft life.”

This generation has lived through three recessions so far and is currently experiencing a cost-of-living crisis.

The work ethic that many Millennials grew up being told would lead to a comfortable life has not kept pace with its promises. Many workers of this generation have found themselves with little to show for their efforts but burnout.

Unable to afford homes or retirement, many Millennials are quitting the “rat race,” and many members of younger generations are electing not to take part in it in the first place. Instead, they’re embracing a lifestyle that focuses on the activities that bring them happiness, and minimizes time and money spent on things that don’t.

Hiring Managers' Red Flags

If you’re hiring, you probably find that certain things make resumes stand out. And some make them stand out in a bad way. MSN reports on three red flags that hiring managers look out for.

At the top of the no-go pile are resumes that include AI-generated content. 20 percent of hiring managers surveyed call AI content “critical issue,” while 53 percent have reservations about it. “If you use AI to write a resume for you in minutes,” says Michelle Reisdorf of recruitment firm Robert Half, “it tells me you didn’t put a lot of time and thought into applying to the job.”

Another red flag is serial job-hopping. If you’ve had several short jobs, Reisdorf recommends adding a brief explanation for your job changes if there’s room to do so on an online application.

Finally, hiring managers are wary of poor formatting. The most effective resumes are simple and clear, with organized sections and careful proofreading.

For more on hiring best practices, see our article Effective Recruitment.

See you next week for more member-exclusive content and insight from the Mind Tools team!