Kudos to all of you for taking the time to get real and talk about what’s been going on lately. I can imagine it’s not easy to challenge your stakeholders’ strategic direction, but pushing one another to think outside the box is what is going to help our company thrive. You did your research and came prepared to the Town Hall with excellent questions. This is no doubt frustrating, so I want to thank you all for being on board with this change. I understand that this shift in our strategy is going to push a lot of the projects you were working on to the back burner. Having each of your unique perspectives will bring us to the next level so keep up the great participation! 6. I noticed that everyone shared ideas, asked questions and brought value to the table in our last brainstorm. Kudos for teams after a challenging exercise While the response was not stellar, I appreciate your growth mindset and the audience learnings you’re bringing in. I saw that you took a risk and put out something that deviates from what our users are used to. Doing this will help build a foundation of trust on the team. During challenging discussions it’s important to attempt to understand your teammate’s perspective. Kudos to X for your demonstration of empathy in yesterday’s team retrospective. Thank you for contributing to process improvement on a company level. It was a quick recovery, but what I admire more is how you backtracked and found the gaps in our QA process, then shared your learnings with other teams. Kudos on how you handled the most recent bug in the code. Kudos for teams that recover from mistakes This will have a direct impact on the company’s bottom line. I was especially impressed by the way you broadened the project’s scope without affecting the budget. Kudos on reaching your target of X% revenue from Project Y. This helps your employees understand how their work affects the larger company, creating a greater sense of purpose in their day to day. Go beyond what the recipient of your kudo did and talk about their impact. When composing your kudos, think of the five Ws! (who, what, when, where, why). Noticing the details says a lot about your management style. To give meaningful kudos, be precise about what you’re praising. Be specificĪvoid empty generalizations like “good work” or a simple “thank you” without a follow-up. Try posting it in a Slack channel - or using dedicated apps for this - with other company members to make the kudos public, or call a quick (virtual) team huddle. That means you don’t always have to wait for the next formal team or all-hands meeting to share your praise. Share your kudos as close to the event as possible in order for it to really resonate. 3 best practices for effective team kudos 1. Let’s run through some best practices around giving recognition, then dive into 20 examples of team kudos for common workplace scenarios. Kudos need authenticity and specificity, or they can have the opposite effect. But here’s the catch: “ thank you” and “ great job” won’t cut it. When managers take the time to offer up team kudos, a few words can go a long way. On the job, being recognized for hard work is what keeps employees motivated, because there’s nothing like being seen and appreciated - two great drivers of performance. Published in Leadership on, last updated.
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