Kudos, You made my day, thanks a bunch, appreciate it, keep doing good work 🙂

When was the last time you heard this from your peers or when was the last time you said something similar to your peers?

The feeling of being appreciated by peers makes you feel awesome, isn’t it.

Organizations need to create an environment which promotes peer recognition, an environment where people thank co-workers for jobs well done, post ‘Rappas’ as thank you notes or give small tokens of appreciation when a colleague makes you laugh. Such recognition’s need not necessarily be of monetary benefit. Dan Pink in his book says “When money is used as an external reward for some activity, the subjects lose intrinsic interest for the activity.”

So, what can trigger intrinsic motivation?

Here comes the good news. Rewards that trigger intrinsic motivation are far more effective,sustainable, and cost effective. Jurgen Appelo in his book #Workout shares six simple rules for rewarding people:-

  1. Don’t promise rewards in advance: when acknowledgement of good work
    comes as a surprise, intrinsic motivation will not be undermined. [Pink, Drive loc:524]
  2. Keep anticipated rewards small: big rewards are likely to decrease performance. But with small rewards, the risk of hurting performance is negligible [Fleming, “The Bonus Myth”]
  3. Reward continuously, not once: Every day is an opportunity
    for a reward. Don’t keep it as a ritual monthly, quarterly or yearly only.
  4. Reward publicly, not privately: Fosters transparency
  5. Reward behavior, not outcome: Behavior leads to patterns, pattern leads to habits and habits leads to culture
  6. Reward peers, not subordinates: Create an environment in which people
    reward each other

I have found these rules very simple as they offer me opportunity for increasing people’s intrinsic motivation and fun at work. There is no one mechanism of recognizing your peers, i like running experiments with it. However, there are many examples from industry for inspiration – Zappos have something called as Hero awards– for helping out another team member or WOWing a customer, Schneider has a peer rewarding program as STAR cards for an awesome job done by a colleague or setting an example for culture, Honeywell has ‘Thanks a bunch’ and ‘you made my day’ cards. I am sure you must be knowing more such examples to inspire…

Jurgen defines Kudo cards as small gestures of gratitude. A peer recognition system to provide instant feedback to colleagues. Here are some examples below-

In the recent past, I had a Kudo Box with Kudo cards near Team’s Scrum board, and whenever team members wanted to recognize other team members, they simply write it on the Kudo card and drop it in the box. Everyday post daily scrum we used to open the box and guess what it was an aha moment for the team. Soon it became a practice in other teams. I would also recommend you to explore Virtual Kudo Cards here: http://kudobox.co/ login with your twitter credentials and start showing your gratitude to your peers. Its pretty cool that way sharing digital Kudo cards.

World needs more happiness, Do you want to express your gratitude to your co-workers; just do it!

Live with Passion.

 

 

 

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