We've a great initiative at our company where people can nominate someone else for an award. When nominating they need to write a short reason why they've nominated the other person. We have quarterly meetings where we all go up into London for an awards hand-out and update on the company financials etc.
Mar 26, 2023·edited Mar 26, 2023Liked by Georgina Hughes
I agree, appreciation is vital to our well-being as humans. We need it almost like we need air. Still, I don't like public thank-yous/appreciation in a facilitated environment. I have witnessed cases where not everyone on the team (or in the workshop) is thanked, thus creating disparity and hurt. I agree we should encourage a culture of appreciation, but let this be a private interaction (like the one you describe, where your colleague went on to tell you a personal secret) not a public declaration. In short I'd be very wary of doing personal appreciations in a facilitated retrospective, unless the culture of appreciation already existed within the team. If not, there are other ways to nurture this outside group meetings—or to encourage team-wide appreciation, i.e. "Today I appreciate this team for..."
I love this. I started keeping a gratitude journal in May of 2020. Just a line or two a day. It has had an incredible impact.
We need more, more, MORE of honest, reflective, gratitude.
And I feel strongly that it needs to be out in the open. Everyone should see and hear it. Over time, it will spread.
We've a great initiative at our company where people can nominate someone else for an award. When nominating they need to write a short reason why they've nominated the other person. We have quarterly meetings where we all go up into London for an awards hand-out and update on the company financials etc.
I agree, appreciation is vital to our well-being as humans. We need it almost like we need air. Still, I don't like public thank-yous/appreciation in a facilitated environment. I have witnessed cases where not everyone on the team (or in the workshop) is thanked, thus creating disparity and hurt. I agree we should encourage a culture of appreciation, but let this be a private interaction (like the one you describe, where your colleague went on to tell you a personal secret) not a public declaration. In short I'd be very wary of doing personal appreciations in a facilitated retrospective, unless the culture of appreciation already existed within the team. If not, there are other ways to nurture this outside group meetings—or to encourage team-wide appreciation, i.e. "Today I appreciate this team for..."