Recognising Jobs Well Done

Published: 6th October, 2019

Defining ‘Well Done’

As a broad term it may help us to recognise different types of ‘well done’, examples being:

  • Responding promptly to a call to action;
  • Going over and above what might be expected of them;
  • Being efficient with time to get the required result.

In each of these cases, and the list is by no means exhaustive, we encourage the stakeholders involved to think about how you’re measuring well done and so better understanding which type of ‘well done’ that we’re talking about. By defining this more clearly we have a chance encourage good conversations around jobs well done to maximise the improvement of the individual, the team and the organisation. We see this is a form of validation.

A job well done is less of a single point in time rather more a recognition that is always a next opportunity to achieve satisfaction for the task in hand. We also acknowledge it may be a chance to provide encouragement to the task owner and so maybe not something to measure as such but rather acknowledge that it’s the effort rather than the result.

Turning into more Positives

For the individual the acknowledgement of a job well done is a result in itself. We don’t underestimate the power of this and what it means for the motivation of the employee when this happens. Rather than dwell on this point we’d like to develop the point about how that job well done can be used to the advantage of the team and the business around it. Using Big Picture this means extending what can be a difficult conversation across business unit boundaries to recognise and celebrate in the wider context- the big picture if you will.

“In an innovative environment a job well done may well be one that results in failure. In those environments you have to work out when is a failure is a success and how do you get beneath you’re doing repeated experiments. Just because it doesn’t work doesn’t mean it’s not a success. if you’re failing forward and the person is learning as they’re going on then that’s a result.” – Richard, October 2019

There is often a resistance to this as it can be a difficult task to achieve measurable results. By using a ready-made language for expressing views across the whole business then reaping the most value from a job done is a natural step. Rather than growing arms and legs in terms of complexity we love to involve others to share the news and work out what it means up and downstream. Big Picture helps with this by providing the focus on the key elements of the job well done in the context in which it exists- through it’s small number of easily recognisable symbols. In addition by providing a backdrop to promote creative thinking about the whole business- through it’s straightforward template. An example would be a Process and Measure symbol in Operations to pick-up and celebrate the shared impacts with Customer Care. In the same or separate session you could use the same approach to identify Opportunities in Marketing.

An organisation is all connected up so a job well done in one area should really be recognised and celebrated in the whole rather than just in the area it originated.” – Mart, October 2019

Spreading the Good Cheer

On this recent webinar, I worked through a start, middle and end for sharing best practises:

  • Recognising a job well done. This can be the first challenge for businesses that some are unable to overcome. I share a straightforward way to start the conversation.
  • Making the most of the job well done. This doesn’t happen by magic and requires thought through careful facilitation and tools to make it so;
  • Celebrating with others by applying the best practice in another part of the business that is improved, directly or indirectly, by the job well done.

Watch the full Webinar here!

You can watch the whole Webcast here. Sign up for the next one at YourBigPic.com.

Here’s what one of the attendees fed back:

“The recognition schemes have to be authentic and there’s something in schemes that often ripple the bad feelings rather than the good. The right people need recognition for the good work they have done” – Richard, October 2019

Why the bother?

When the team start talking, they have a chance to share what they really think, and so:

– They are more likely to be productive in their time with the company.

– The business will enjoy a ready supply of new opportunities each and every time you get to the truth- the challenge is working out what to do with them all! Boss Bill gets the most of her team and is able to translate that up to the board.

– Employees are likely to stay with the company for longer and that means avoiding the costs of rehiring- worse case 6-9 months of an the employee’s salary to locate and train a replacement and 2 years to become fully productive. Not to mention the toll on existing employee productivity and morale.

What we can help you with

Big Picture naturally generates extremely high engagement levels as you provide your people with the tools they require to share useful truths about the business. With light-touch delivery it means you can involve large group sizes, of up-to 20, with no drop off in engagement levels. This results in the highest Engagement levels we have ever seen for People and Business Development.

If you like this you might also like …

The stuff WE care about is described in our FIVE Big Picture Frames on our YouTube channel @YourBigPic. You can have a go yourself by printing and writing on the one-pager here for a business YOU care about. I would love to take you through a taster of Big Picture in a Discovery Webinar you can sign-up for here.

And thanks for reading!

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