A Great Team Is Deserving of Great Rewards
At some point throughout time, you’ve probably heard or experienced that getting the most out of your team depends on your ability to reward and recognize them collectively. Sometimes though that is easier said than done. Many management systems are designed to focus on the individual and their performance, seemingly working against the TEAMwork you’ve strove to instill. Luckily, there is a multitude of ways that you can show appreciation to your team without having to break the bank (or overhaul your PM system). So, let’s talk how rewarding our stellar teams.
Set clear objectives — Ensure that your team is on the same page with regards to what success looks like. When feasible, bring the team together to discuss goals and metrics. Have them answer the question: What would it take for us to give ourselves an A? Having this type of dialogue can be motivational and helps to lay the groundwork for collaboration in an objective manner.
Check in on progress — Once the team knows what it’s supposed to do and how the work will be evaluated, it’s important to check in regularly. Pose questions that help the group assess its progress such as:
· How are we performing as a team?
· What obstacles can we remove?
This conversation can be done in a meeting or do it anonymously, but if everybody agrees that it has been a subpar week for the team, then you can discuss how to improve. If, however, the team feels like it’s been a good week, that’s something worth celebrating as well!
Get to know your team — It’s important to keep in mind that not all rewards are equally rewarding. A reward is only motivating if you give the team something it wants. This can be challenging because what makes one person feel appreciated may have no effect on another. Spend the time to get to know your team members and look for things they all value. Remember that you can always ask for their input.
Evaluate team performance — In addition to completing individual performance reviews, consider conducting a team review as well. Companies like Apple and Google have made this part of their formal processes, but you can do it on your own too. Every six months or so (or whenever appropriate), take a close look at the group’s progress, highlighting any accomplishments, where it has succeeded, and opportunities for growth and development. Don’t mention individuals in this appraisal. Rather, focus on what the team has done and what the team is capable of doing together.
