Even though most management systems focus on individual performance, it’s critical to reward and recognize your team collectively.
As a team manager, support the right group behaviors by:
Talk about your people as a team, not as a set of individuals. Instead of talking about individuals’ contributions, praise the common behaviors that contribute to the team’s overall success.
Evaluating team performance.
Every six months or so, take a close look at the group’s progress. Don’t mention individuals in this appraisal but focus on what the team has done—and can do—together.
If you are able, tie a portion of your organization’s discretionary compensation to team performance. If you don’t control the purse strings, try recognizing your team’s hard work in a public way—through a departmental email or even displaying their picture in a common space—or giving them exposure to senior leaders.
Adapted from “How to Reward Your Stellar Team,” by Amy Gallo.