19Feb

How to recognise and celebrate success at work

It is incredibly important for everybody in the workplace to feel properly appreciated for the work and effort that they put in. However, despite this, 65% of employees have not received any recognition over the past year, making it unsurprising that one of the top reasons workers leave their company is because they feel under appreciated.

Thankfully, this is easy to change!  No matter how nice and desirable gifts or expensive employee programs are, most people are actually just looking for a productive yet enjoyable workplace where they don’t feel as though their efforts are going unseen. We will show you some easy solutions on how to better celebrate successes in your workplace (because everybody, no matter their position, likes to be appreciated).

How can I recognise my colleagues in a way that they’d appreciate?

Below, we have listed the top five ways in which employees were recognised that they found the most memorable, as found by a Gallup workplace study.

  • Public recognition or acknowledgment
  • Private recognition from a boss, peer, or customer
  • Receiving or obtaining a high level of achievement through evaluations or reviews
  • Promotion or increase in scope and responsibility
  • Monetary awards pay increase, trips, etc.

You may have noticed that the top two on the list don’t include any monetary value, making it very evident that no matter the financial budget of your company, appreciating your employees properly and cultivating a workplace culture that celebrates achievements is still possible.

Public recognition in particular is an excellent way to celebrate any successes that have a wider impact on the business or other employees. Not only does it deeply validate that individual or team on their good work, it is a grand display of how valuable work is, and informs the other workers the benefits of performing in such a way. Seeing other people be publicly praised may motivate your other employees to also do better, in the hopes of the same level of recognition.

On the other hand, private recognition can be more tailored to the individual, and focus directly on their performance or development. Showing recognition to growing employees can often produce positive outcomes, by giving them motivation and support in the workplace.  Especially with the rise in popularity of group projects and open plan, collaborative work spaces, it’s valuable to build a culture of positive peer feedback.

Gifts will always be appreciated. Whilst a handwritten thank you is sufficient for something smaller, larger tasks (such as creating a new product, for example) may be deserving of something bigger.  Some common gift ideas include going out for a meal to celebrate the achievement together, a gift card or perhaps even an extra day off.

When should I recognise them? 

You can appreciate your employees whenever it feels most appropriate to you – it can be valuable to put an almost equal emphasis on both large and small successes, as after all even the biggest projects are just compilations of small wins. Recognition should usually be given after the completion of the task and can focus on the skills used for the job and company values.

The more immediate the recognition, the more effective, as it shows just how much you truly value their work.  Even if an official celebration has to be delayed, there’s no reason to not give a simple thank you and acknowledgement of the achievement as soon as the job is done.

How do you provide meaningful recognition?

The acronym C.O.I.N can help with that – it provides a framework on how to give impactful, constructive and positive feedback.

  • Context
    Identify the behaviour that you want to recognise, ensuring you have a specific example that you want to celebrate.
  • Observation
    Outline in detail the exact skills that you want to reward – don’t be vague.
  • Impact
    Allow all your colleagues to understand why you’re commenting on this behaviour by describing its impact on you, and everyone else in the workplace.
  • Next
    Give positive feedback to allow your employee to keep up the good work.

Submit an enquiry via our online form today to find out how we can help your business, or call 07771 642 182 to book a 30 minute consultation with Karen directly.

05Feb

SMART goals at work: examples for what, how & why

No matter where you are in life, setting goals is a crucial part of any form of improvement or change, be it at home, work or school. If you ever feel like sometimes you just aren’t achieving as much as you believe you are capable of, this strategy can help you. Setting SMART goals will enable you to stay on track, keeping the goal in mind and maintaining progress.

What does SMART mean?

  • Specific
  • Measurable
  • Achievable
  • Relevant
  • Time bound

This acronym, first coined in the 1980s by George T. Duran, is used to break down goals and objectives to make them easier to accomplish. These criteria have mostly come from Peter Drucker’s ‘Management by Objectives’ concept and has been further developed by Robert S. Rubin and other authors who have expanded the acronym to SMARTER, adding Evaluated and Reviewed.

How to use SMART goals to optimise your potential 

1. Specific

It is important for your goal to be precise and targeted as otherwise it may feel overwhelming to begin working towards it, leading to lack of motivation and ultimately no success. Your goal should be able to address these five ‘W’ questions:

  • What do I want to accomplish?
  • Why is this goal important?
  • Who is involved?
  • Where is it located?
  • Which resources or limits are involved?

2. Measurable

Your goal should be measurable and have quantifiable objectives that can easily be worked towards. This is vital so that your improvement and progress is trackable, making it more motivating than trying to work towards something abstract.
A measurable goal should be able to answer questions such as:

  • How much?
  • How many?
  • How will I know when it is accomplished?

3. Achievable

In order for your goal to be achievable, it’s essential that your target is realistic. No matter how ambitious you may be, setting unrealistic goals will be disheartening. You should be able to find a balance between pushing yourself and testing the best of your abilities whilst also keeping it attainable.

Ask yourself these questions as you set your achievable goal:

  • How can I accomplish this goal?
  • How realistic is the goal, whilst factoring potential hurdles, for example finances?

4. Relevant

There’s no point setting any targets unless they mean something to you!  This stage is to make sure that your goal matters to you and will benefit your life.  Additionally, by creating worthwhile goals, people will be more likely to help and assist you along the way, and this peer support can be crucial in remaining on target.

A relevant goal should answer “yes” to these example questions:

  • Will this be worthwhile?
  • Is this the right time for me?
  • Does this align with my other needs?
  • Am I a suitable person to reach this goal?

5. Time-bound

Setting yourself a deadline can be very helpful as it can give you something to work towards and add extra motivation. Every goal should have a specific target date, and your everyday tasks should not overshadow your long-term aspirations.

A time-bound target should be able to answer:

  • When will I achieve this?
  • What can I do six months from now?
  • What can I do today?

Why use SMART?

SMART goals are able to give the clarity and focus, which in turn create motivation, needed to achieve your real goals.  It can turn your ideas into actionable objectives by defining the specifics of your goals and what exactly needs to be completed to achieve them. Additionally, a completion deadline can be highly encouraging if you enjoy a challenge and pushing yourself, and at the end you’ll be able to see in literal terms how much progress you have made. The best part? SMART goals can be used by anyone for anything without any type of formal training due to its clearly defined steps.  Goals can be changed based on the individual and their abilities, and ever-adapting plans can still easily follow the SMART guidelines.

Submit an enquiry via our online form today to find out how we can help your business, or call 07771 642 182 to book a 30 minute consultation with Karen directly.

02Feb

KarenHRM newsletter: Happy New Year 2021

Welcome to our newsletter!

Welcome to the January 2021 edition of our monthly newsletter. Following the exciting launch of our new website in October, this month we have shifted our focus to plans for the coming year with even more thoughtful human resources content to inform and inspire you.

Here at Karen HRM for the New Year 2021 we have planned expert blogs coming out in the next few weeks on the themes of; Probationary Reviews, Using the GROW model for coaching and mentoring, SMART objectives, Challenging Conversations, and more.

To learn more about this innovative approach, be sure to watch the second in our series of videos hosted by our founder Karen Dolan, below. In this instalment, Karen explains how our HR services and many years of experience can help guide you throughout every phase of managing your people.

You can expect professional advice and support whatever your people issue or need.

Submit an enquiry via our online form today to find out how we can help your business or call 07771642182 to book a 30-minute consultation with Karen directly.

18Dec

KarenHRM newsletter: How to make the right hire

Welcome to our newsletter!

Welcome to the second edition of our monthly newsletter. Following the exciting launch of our new website last month, this month we have shifted our focus to delivering even more thoughtful human resources content to inform and inspire you.

Here at Karen HRM this month, we are shining a spotlight on the theme ‘hire’, the next phase of people management within The Employee Life Cycle, after ‘attract’.

To learn more about this innovative approach, be sure to watch the second in our series of videos hosted by our founder Karen Dolan, below. In this instalment, Karen explains how our HR services and many years of experience can help guide you throughout every phase of this cycle graphic.

From attracting and hiring the top calibre of talent, to developing employee skills and setting goals for progression. You can expect professional advice and support whatever your hiring concerns or enquiry.

WATCH: Karen Dolan, founder of Karen HRM, presents an introduction to The Employee Life Cycle graphic and the services we can offer your business

This month’s expert blogs are centred around the theme ‘hire’, selecting and hiring employees, and all that entails. An imperative and exciting part of the employment process, we explore different selection techniques, enabling you to recognise and pinpoint those distinctions. Our aim is to help onboard the right candidate for your business, and reach strategic goals and objectives.

In our interview techniques post, you can expect to discover our top tips on how to conduct and prepare for a professional, successful interview that will ensure a pleasant, positive experience for both you and your interviewee.

Submit an enquiry via our online form today to find out how we can help your business, or call 07771642182 to book a 30 minute consultation with Karen directly.

Discover our new website now.

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