As a leader, do you take the time to recognize the star players on your team on a regular basis? In my book, Make Big Happen, I offer strategies to create a culture of appreciation within your firm. I find that most CEOs reward their sales and service teams with bonuses and performance prizes. But what about the less visible roles that are just as important to your company’s success? The unsung heroes on your team could be overlooked and under appreciated. Here are three key team members you should recognize today:
Roles That Lack Visibility
Every person on your payroll should have key performance indicators, or KPIs to gauge performance against. Especially for roles that lack visibility, such as purchasing or fulfillment, KPIs allow us to monitor and reward star performers in all departments. No matter how difficult it is to measure success in a particular role, encourage your department managers to create three to five KPIs per employee. Then, track performance on a regular basis to be sure every A player is rewarded for helping the team succeed.
It also helps employees who don’t work directly with customers to understand why their job matters. Ensure that their incentives are aligned with the company’s interests and that they get how their role affects customers and the rest of the team.
As CEO, you have a duty to lead your company to victory. In order to do your job, you have a right to expect excellence from your team. However, we all have loyal workers who may not be excellent, yet they act like the glue that holds our team together. These are the employees that have perfect attendance records, who never make big mistakes, and who you can count on to work late when needed. Many CEOs shy away from rewarding slow and steady performance, but it helps to remember the difference between recognition and appreciation. Ask yourself who it would really hurt to lose and tell the reliable members of your team how much you appreciate their perennial dependability today.
There’s an important distinction between performance and behavior. Performance is how well I do my job. Behavior is how I affect the performance of others on my team. We all have team members who are behavioral all-stars, even though their performance may not be out-of-this-world. These folks may bring out the best in their peers with coaching or come to work with an infectious good attitude. Look for opportunities to catch people doing something right and reward them for it. Be sure to acknowledge how their behavior makes their team better and the company more fulfilling.
Giving credit where credit is due encourages collaboration and appreciation within your company. Instill ways for your team members to reward one another to grow a pervasive culture of appreciation and enthusiasm. Each time you recognize the most visible members of your team, take a few minutes to focus on the less visible folks who help support the top producers and encourage others to do the same. Which members of your team are unsung heroes? How do you show appreciation for a job well done?
About Mark Moses
Mark Moses is the Founding Partner of CEO Coaching International and the Amazon Bestselling author of Make Big Happen. CEO Coaching International coaches over 100 of the world’s top high-growth entrepreneurs and CEO’s on how to dramatically grow their revenues and profits, implement the most effective strategies, becoming better leaders, grow their people, build accountability systems, and elevate their own performance. Mark has won Ernst & Young’s Entrepreneur of the Year award and the Blue Chip Enterprise award for overcoming adversity. His last company ranked #1 Fastest-Growing Company in Los Angeles as well as #10 on the Inc. 500 of fastest growing private companies in the U.S. He has completed 12 full distance Ironman Triathlons including the Hawaii Ironman World Championship 5 times.