Anton Guinea
Entrepreneur, Speaker, bestselling author, and founder of The Guinea Group of Companies. For over 15 years, Anton has helped leaders move their teams to become psychologically safe, physically safe and overall better versions of themselves.
Elevating Team Excellence: Recognising and Rewarding High Performers
A 2013 Study on employee engagement finds 70% of workers don’t need monetary rewards to feel motivated. Make Their Day Research Firm and Badgeville shed light on driving the best work out of today’s employees.
The study’s key findings included:
- No-Dollar Rewards and Recognition Are the Most Valuable Motivators
- “Free” recognition and virtual rewards have become increasingly important in today’s workforce over tangible, high-cost rewards
- 83% of employees said recognition for contributions is more fulfilling than any rewards and gifts
- 71% said the most meaningful recognition they have received had no dollar value
This is a 10 year old study, though I don’t think any would have changed between 2013 and 2024 …
And when we deliver this content as part of our leadership training and coaching work, it is always a topic of discussion, and resonates with our clients. Here is how we train leaders to implement the findings of the study.
1. Personalised Recognition: Tailoring Acknowledgment to Individual Preferences
One size does not fit all when it comes to recognising high performers (remember that we are talking about rewarding performance that exceeds expectations). Leaders need to understand the unique preferences and motivations of their team members. Some may appreciate public acknowledgment during team meetings or company-wide announcements, while others may prefer a more private and personalised approach.
Consider conducting one-on-one conversations to express appreciation, highlighting specific contributions and the impact on the team’s success. This personalised touch not only reinforces the value of the individual’s efforts but also demonstrates a keen understanding of their preferences.
2. Meaningful Rewards: Beyond Monetary Incentives
While financial incentives are undoubtedly essential, high-performing team members often value non-monetary rewards just as much. Consider offering professional development opportunities, mentorship programs, or flexible work arrangements as ways to recognise and reward outstanding performance.
These options not only contribute to the individual’s growth but also enhance their overall job satisfaction. Remember, the key is aligning the reward with the individual’s goals and aspirations, creating a lasting impact beyond the immediate recognition.
3. Celebrating Milestones: Marking Achievements Big and Small
Acknowledging accomplishments, both major and minor, fosters a positive and motivating work environment. Leaders should celebrate milestones collectively, emphasising the collaborative effort that led to success. This can include project completions, surpassing targets, or achieving personal development goals.
Create a culture where achievements are shared openly, fostering a sense of pride and camaraderie among team members. Public recognition during team meetings, company newsletters, or social platforms amplifies the positive impact and inspires others to strive for excellence.
In conclusion, recognising and rewarding high-performing team members is not a one-size-fits-all endeavour. Personalisation, meaningful rewards, and celebrating achievements collectively are key components of a successful strategy. By investing in these practices, leaders not only elevate individual performance but also cultivate a culture of excellence that permeates throughout the entire organisation.
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UPGRADE your Mindset
UPSKILL your Leadership
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About Anton
Anton has dedicated his working life to helping leaders to upgrade their mindset, upskill their leadership, and uplift their teams! With a focus on helps leaders to better lead under pressure. Anton is an entrepreneur, speaker, consultant, bestselling author and founder of The Guinea Group. Over the past 19 years, Anton has worked with over 175+ global organisations, he has inspired workplace leadership, safety, and cultural change. He’s achieved this by combining his corporate expertise, education (Bachelor of HR and Psychology), and infectious energy levels.
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