IT Leadership

The IT leadership series

This topic is the tenth topic of the IT leadership series, which seeks to explain the IT leadership ecosystem and how each facet interacts with each other.

The Role of the IT Leader

Let’s dive into the topic of creating a culture focused on recognition and appreciation!

Introduction

IT leaders are often consumed by many operational and strategic responsibilities that they sometimes forget to acknowledge the individuals that make IT possible. Every successful initiative, project, and achievement is a result of a dedicated team that pours their efforts into ensuring digital excellence.

Creating a culture of recognition and appreciation is no small task. Still, IT leaders who are deliberate about embedding this culture within the IT organization set themselves up for success in the long term as they boost morale, motivate employees, and create a lasting impact on the entire organization. This article will focus on the ‘how’ of cultivating a culture of recognition.

Why IT leaders should care about recognition

Recognition is a powerful tool that can help IT leaders to:

Retain top talent: Recognizing employees publicly encourages peer-to-peer recognition and fosters a culture of appreciation throughout the team. This will help retain top talent and reduce turnover.

Increase employee engagement: Recognition is a key driver of employee engagement, which is closely tied to organizational performance and success. Creating a culture of recognition will help keep your employees motivated and invested in their work.

Shape a positive workplace culture: Culture is often a top consideration for employees when deciding to join an organization. Creating a culture of recognition can help IT leaders shape a positive workplace culture that amplifies the department’s reputation.

Gain a competitive advantage: In a study by O.C. Tanner, 72% of employees said they would leave an employer if they didn’t feel appreciated. IT leaders that leverage recognition as a tool for retention mitigate the risk of losing valuable team members to competitors.

Understanding Recognition

Recognition is an acknowledgment of someone’s actions, efforts, or accomplishments. It is a way to thank someone for their contribution and to affirm their importance to the team or organization.

The following are common types of recognition that IT leaders may implement to celebrate success within their teams:

Public recognition: This is a recognition that is visible to other members of the team, department, or organization. Examples of public recognition include announcements at meetings, features in departmental newsletters, or recognition on an internal blog or website.

Personal recognition: This recognition is tailored to the individual. It speaks to their actions, impacts, and what they mean to the team and organization. This could take the form of a personalized letter, a one-on-one meeting, or a special reward chosen specifically for the individual.

Peer-to-peer recognition: This type of recognition occurs between colleagues and can take the form of publicly acknowledging the actions of a teammate to thanking them for their support and encouragement. Peer-to-peer recognition helps to strengthen working relationships and create a culture of support.

Management recognition: Management recognition comes from those employees’ immediate leaders or senior leaders within the organization. This could be a manager publicly acknowledging the report’s achievements in a team meeting or a senior leader thanking the individual for their work during a company-wide speech.

How to embed a culture of recognition

IT leaders that want to cultivate a culture of recognition within their teams must be proactive and deliberate in their actions. Here are some strategies to consider:

1. Model recognition

As leaders, members of the IT leadership team set the standard for how recognition should be given and how employees should engage with one another. If leaders want their teams to embrace recognition, they must lead the way by openly recognizing contributors and celebrating successes.

2. Create a recognition program

IT leaders can create a recognition program that aligns with the core values of the IT team and organization. Some programs could include:

• Peer-to-peer rewards: Create a system that allows peers to reward and recognize one another, such as a points system or rewards store where peers can “cash in” their recognized points for small gifts or event tickets.
• Management recognition: Create opportunities for managers to recognize employees through exclusive lunch n’ learns or internal webinars to affirm their appreciation.
• Anniversary recognition: Celebrate work anniversaries with personalized messages or small gifts to show that each milestone is valued.
• Innovation awards: Celebrate innovation by awarding employees who suggest creative solutions or inventions to improve efficiency or customer experience.

3. Regular “Thank You’s”

IT leaders must emphasize the importance of saying “thank you” regularly and sincerely. This simple act of gratitude can go a long way in making employees feel appreciated.

4. Meaningful rewards

While rewards and gifts should not be the sole driver of a recognition program, they can be powerful tools to celebrate exceptional achievements. When selecting rewards, IT leaders should consider the variety of their team, as one size will rarely, if ever, fit all. Some team members may appreciate public recognition, while others may find a personal note or gift more meaningful.

5. Regularly review and update the program

Recognition programs should be regularly reviewed to ensure they remain relevant and adapt to the evolving needs of the team. IT leaders should seek feedback from their employees and use this to adjust the program as necessary.

6. Tie recognition to IT’s strategic goals

IT leaders should ensure that the culture of recognition is tied to the department’s strategic goals. Recognizing employees for achievements that align with these goals will show that recognition is a priority for the team. Examples of common strategic goals include:

• Safety: Recognizing employees who go above and beyond to enforce safety protocols and standards.
• Diversity and inclusion: Recognizing employees who advance diversity, equity, and inclusion efforts through community-building events or initiatives they have founded.
• Customer satisfaction: Recognizing employees who go above and beyond to meet customer needs and provide excellent service.

7. Share recognition success

IT leaders can share the success stories of their recognition programs with other departments and senior leaders in the organization. This helps to spread awareness of what recognition can do for the organization and encourages others to embrace it.

8. Make recognition a part of performance evaluation

In employees’ annual performance reviews, their outstanding acts of recognition should be reflected. This shows that recognition is a part of the organization’s core practices and values.

Conclusion

IT leaders have a unique opportunity to cultivate a culture of recognition within their teams and across the broader organization. By embedding recognition as a core value, IT leaders can create a lasting impact that shapes the organization for years to come. While this process may take time, recognizing and appreciating employees is an essential part of any successful organization.