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REWARD AND RECOGNITION

REWARD AND RECOGNITION

This is a good moment to make a quick summary of the content of the previous articles so far:

1st. Newsletter: We talked about the importance of having an objective, well aligned with the environment, shared with and clear to all our team mates, and embraced by all team mates. This is a very relevant first step to ensure the rest flows nicely.
2nd Newsletter: The Strategy and the design elements of the organization. In other words, what is important for the team (and what is not). Based on this strategy we discussed about the elements that should promote the behaviors towards this strategy. Who will run what relay? Who will drive the accompanying vehicle? Who gets the food and supplies and from where… and when? Who decides -and based on what- in case something goes different during the race?
3rd Newsletter: Individual and team behaviors, where we predict the way our mates will react on a daily life using the work processes and under the design elements described before. Certainly we want that “our acts speak for us” and therefore, by doing the right things right, we deliver on our objectives and goals.
4th Newsletter: Measures and feedback. What indicators to follow up in order to ensure we are on track, and if not that we can quickly correct and get back on track?

We are now in our 5th newsletter, and we want to share some words about a very relevant design element of organizations: Reward and recognition.

All organizations have a reward / recognition system, and every one of them have 2 main parts: Formal and informal; and they also act at 2 different levels: Personal and group levels. Formal recognition include individual performance appraisal, salary increases, bonus, promotions, etc. as well as smaller “awards” or recognition such as “the employee of the month” or the “3-years accident-free department lunch”. However, the most important one is the recognition that happens on a daily basis and without a formal structure… we talk about the role of the leader of getting close to her/his employees and thank them personally for a contribution or work well done. When done from the heart, this is very powerful and motivates the team members to continue doing thing right, engaging and proposing, doing with more care what they do…which results on better performance.

Have you thought about the recognition model for your Run Mate by Core-Lean run? Certainly the fact of completing the challenge is a reward in itself, and many of us expect the souvenir of this event (a medal or something). However, it’s important that you keep the spirit high during each part of the race, especially when things get tough at a rainy night… for example.

Core Lean would like to participate on this recognition and motivate all those running teams who bring a picture in which the team expresses the team values such as collaboration, support, effort, passion, achievement, etc. The picture should be accompanied by few words explaining feelings and the history of the picture. At the end of the race your team can participate and send their picture + text with their experiences at the Run Mate by Core-Lean. Few days later the 3 winners will be announced in the page of Run Mate by Core-Lean. Take note: It’s not about a photograph contest, it’s about reflecting the team spirit, feelings and emotions.

The race starts tomorrow, so we close this article now for you to focus on the latest preparations…. Best chances for you all!!