Tak Li’s Post

Let me tell you about a time I got employee recognition so so wrong 😳 You see, I once had an employee who was a very high performer She was in an admin support role ⭐ Great work ethic ⭐Impeccable work ⭐The team loved her ⭐Went above and beyond So when it came time to decide who would receive one of the quarterly recognition awards, she was a no brainer. I asked her manager why she was deserving, how she lived our values, and what reward was appropriate. Fast forward to the town hall and over 100 employees gathered to hear from the CEO and celebrate the quarter. Then came time for the awards The scene was set, anticipation was high The trophy was etched with her name I was so excited - this is one of the best parts of my job! The CEO called her name Followed by an uproar of applause All heads turned to her She was overcome with emotion And then…. She burst into tears and ran to the bathroom 😳😳 Turns out she was painfully shy - she did not want to be centre of attention While the other winner paraded around the stage with his trophy held high, she sat in the bathroom crying. Oh how I got that so wrong 😣 It was at that moment that I realised the significance of understanding not just the 'what' and 'why,' but the 'how' when it comes to recognising and acknowledging peoples achievements. While the ‘what’ is important (*flashback to the time we gave a vegetarian a christmas ham 😬*) The 'how' may be even more so Recognition isn't one-size-fits-all. While the grand stage might be perfect for some, others thrive on a more personal, intimate form of acknowledgement. After all, recognition isn't just about celebrating success; it's about making each team member feel seen, valued, and appreciated for who they are and how they contribute. PS: Want to elevate your HR game? - Subscribe for my weekly musings about life in HR straight to your inbox. Link in comments 🔥

I’m going for a slightly different take on this year’s Employee Appreciation Day, with a story from my rugby days. Rugby teams aren’t known for being gentle - on the pitch or off. So, it should come as no surprise to hear we had a 🍆 of the day award. Each matchday, someone on the team would be nominated for doing something daft. Like missing an easy tackle, saying something hilarious, or running the wrong way down the pitch (yes, this actually happened). This was always a highlight of the day. Why? Because everyone got involved and it was our way of letting our teammates know we didn’t care they’d messed up or been a bit silly. What can your business learn from this? That recognition doesn’t always have to be formal, restricted or tied to company values. Sure, it shouldn’t get too crazy at work - I’m not suggesting standing on a chair and downing pints (standard rugby behaviour). But there’s value in giving your team the recognition reigns. Or, if your culture can handle it, recognising mishaps and using humour to smooth the waters. So, why not bring a little joy to your employee recognition by letting your people decide what they want to celebrate this #employeeappreciation day.

People with convictions make reliable members of the team. Out of 474 surveyed employers who hired those with convictions, only 23 had bad experiences (less than 5%). Most found them productive, with nearly half sticking around for over 3 years. 86% of experienced employers say they blend well with colleagues. Stores like Marks & Spencer even found it boosted morale and motivation. How could your business benefit from giving some of them a Fair Chance? To find out more about the Fair Chance Business Alliance, and how to get your business involved, visit ➡️ fairchancealliance.co.uk. #ChangeLives #MakeADifference

Milestones are worth acknowledging Yesterday my dear colleague Mads celebrated his first 5 years with Hays. First of all congratulations to Mads. Over the 5 years Mads has both developed his career at Hays as well as contributed to his colleagues’ sense of belonging and professional development. Mads’ motto is: always, all in, at all times. And going to work also got to be fun (see picture). What more can you wish for as his leader? Anyway. Mads’ 5 years anniversary got me to reflect on the critical tool of acknowledgement in leadership. As a leader, recognising your team members’ efforts and achievements can have a profound impact on motivation, job satisfaction, and overall performance. And recognition is not about money. It doesn’t have to be elaborate or expensive, but has to be meant and to be authentic. Acknowledgement in it's true form can make a huge difference in the feeling of success and belonging and can be a huge motivating factor. American surveys has shown that up to 63% of recognised employees are very unlikely to seek a new job elsewhere. That, combined to our own "What Workers Want survey" stating that "50% of employees who expect to change job within the next two years are satisfied in their current role", just makes acknowledgement a prime parameter for employee retention. How do you work with acknowledgement in your company? #Haysspecialistrecruitment #EmployeeRecognition #Leadership #WorkplaceMotivation

Recognize Your Staff With People On The Move 💡Did you know employees are 2.7x more likely to be highly engaged when they believe they will be recognized? Showing employees that their contributions are appreciated can give them a greater sense of belonging and motivation, which leads to more #engagement and #productivity within your organization! Share your announcements with #PeopleOnTheMove in the Nashville Business Journal. Announcements are great for new hires, promotions, board of directors, professional recognition and more. Get the recognition your company and employees deserve. Get started at bit.ly/3S2mRvx

This article offers some great ideas for recognizing employees. One idea that staff at STARability came up with awhile back was Kudos cards that staff could give to one another to express appreciation. A related idea was a Kudos channel on Microsoft Teams for staff to give recognition. Since some individuals appreciate public recognition and others prefer more private recognition, both these options have been great ways to express recognition and to see staff shine when their efforts are acknowledged. How do you like to recognize others' contributions and successes? And how do you like to be recognized? Judith Irigoyen Rachael D’Eramo Jason Blount

Recognition builds people, I know people who have left jobs for ones that pay far less. People want to know that their efforts are seen, especially when they go above and beyond their role. Recognising what I do does not always mean you should promote me immediately, it doesn't mean give me a cash bonus every time. It's taking a moment just to say, "I see you, thank you". With that said, promotions and cash bonuses are important too. Don't get me wrong. #employeeexperience #management #humanresources #healthyworkculture #teamplayer

I have a friend. She seems to climb the corporate ladder with remarkable ease. Securing a promotion nearly every year. Curious about her secret. I couldn't help but ask her how she does it. Her response was simple. She meticulously documents all her achievements. In the past. She found it challenging to request promotions or raises. Feeling as if she hadn't done enough. But once she began recording her accomplishments. Everything changed. She had achieved far more than she had previously recognized. Armed with a robust record of her contributions and successes. She approached discussions about promotions and raises, With newfound confidence. She effectively communicated the substantial value, She brought to the company. Highlighting her impactful results. This strategic approach enabled her to confidently and consistently, Negotiate for higher positions and better compensation. #payment #negotiation #value #business

What an amazing day yesterday helping to bring some clarity support to Liz and the team at #hallidayshr. So many people are amazing at delivering their specialty...to the point they don't acknowledge their expertise.... BUT... ...they don't know how to communicate it at a rate that enables the business to grow... because: 1. they don't have the belief they can close those 'white whale' opportunities 2. work to a plan to identify and target the RIGHT and PROFITABLE prospects 3. They don't have a road map to turn them into clients from just a prospect 4. excite the prospect with the solution they have to their problems the information is all there...the small business just needs to Marshall those qualities and believe they can grow. So amazing to support Hallidays HR with this by lighting a torch and watching the team shout 'CHARGE'!! BforB Networking Clubs | UK Franchising