Whatever form the recognition takes, the objective is to ensure that your team members feel good about themselves and the contribution they are making.  Only then will there be the energy required for high performance.

4 Tips to Help Recognize your Team Members

• Do you give everyone credit for achievements, not forgetting those who may be struggling?  The recognition is often the boost those individuals need to get back up to speed.
• Develop your own personal people-recognition system to ensure that pats on the back are always at the top of your to-do list.  Make sure that the pats are for something substantive.  Overdone recognition becomes hollow.
• Ask the people you lead how they would like to be recognized.  What energizes some means little to others.
• Recognition doesn’t have to come only from the leader (although it must also come from the leader).  Get your team members committed to looking for opportunities to recognize one another.

Remember to Have Fun!

It is easy for teams to become too serious and lose the lightness that brings both energy and creativity to the job.  If your team doesn’t have fun, it is either burning out or fading out.

Fun doesn’t have to be a full-scale production. A picnic, a game of pool or a drink after work can be fun.  Celebrating small successes is fun. Surprising your team with a morning break (complete with muffins and coffee of course) can be fun. Working in an environment in which light-heartedness is seen as an energizer as opposed to a distraction, is fun.

Contact Nicole to learn more.

The post Nicole Bendaly: Tips to Help Recognize Team Performance and Have Fun! appeared first on SpriggHR.

Proving that the benefits of video for HR functions are well understood, the survey of business decision makers in 12 countries revealed that almost all (98 per cent) of the HR executives participating in the survey believe video conferencing removes distance barriers and improves productivity between teams in different cities and countries.

The survey also showed that video is becoming more pervasive for Human Resources teams across the globe. When asked to choose their preferred methods of business communication today, HR respondents ranked video conferencing as a top-three tool for communications, placing third (46 per cent) after email (88 per cent) and voice/conference calls (62 per cent). Other methods of business communications these HR executives said they use included Web conferencing, instant messaging and social media.

The views of the HR professionals polled are supported by Aberdeen Group’s 2013 report on video talent acquisition that found 32 per cent of organisations were investing in video interviewing, compared to 21 per cent of organisations in 2012. The top three reasons identified by Aberdeen for this growth in adoption were:

·         To reduce travel costs
·         To shorten the time to hire
·         To reach geographically dispersed candidates

“Advancements in technology and telecommunications are allowing organizations large and small to operate seamlessly from anywhere,” said Mollie Lombardi, Vice President and Principal Analyst, Human Capital Management, Aberdeen Group. “HR leaders require a new understanding of how technology can help them bridge geographical boundaries and rethink their talent strategies to take full advantage of a broader talent pool.”

Voice, video and content collaboration is impacting many facets of the HR function, including retention, engagement, and training. Video conferencing, video recording and video asset management helps organisations overcome diminishing training budgets, minimise scheduling and travel conflicts, and prevent the loss of knowledge through attrition and retirement with easier, more frequent collaboration and on-demand access to training and knowledge. The ability to record live training sessions and playback later for people to view at times when it is more convenient for their work schedule allows for more cost-effective delivery of training content and efficient re-use of training content.

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