Peer recognition: KUDO WALL

I don’t know anyone “immune” to recognition. I think that even those who say they don’t need it; feel joy and satisfaction when their actions are valued by managers or colleagues and even more if this recognition is made in public.

Great Place to Work (GPTW) for Uruguay, Argentina, Bolivia and Paraguay, carried out the study called “Changes in the world of work” to explain how much impact recognition can have on a person. Direct recognition was, in the study, the action most valued by 53% of employees, followed by monetary compensation (50%).

From the beginning of work with the Leadership team of an architecture organization, we identified the need to generate a space for recognition and that was also the possibility of testing the ability to give feedback that was already a focus of work for the group. The team is made up of 12 people, from different backgrounds, who have joined this company for its innovative outlook and its impact on the city. Most of them have long work experience but have not had formal leadership training. The organization today faces a process of growth and challenges that have had them with a high workload for months and it seemed important to be able to promote some activity that maintains high motivation.

In this scenario, the M.30 Kudo Wall practice seemed like an excellent tool to put into action.

This is a very interesting practice, which proposes to create a public and visible space in which team members can give themselves recognition under different formats.

How did I carry out this practice?

We generated a panel in Miró with the names of each of the team members and we challenged ourselves to leave us messages of positive feedback and recognition. The panel would be permanently available so that group members could make use of this tool whenever they wanted.

At the beginning, the response was quite timid and only a few were encouraged to leave messages.

We had a group meeting in which we remembered that this panel was available and the purpose of it to encourage its use. One of the members from the team who had received a message commented very happy how excited she was with the recognition that one of her colleagues had left her and how this action had motivated and energized her.

This comment was the reinforcement action that the team needed and it took only a few hours for the panel to be full of messages and feedback in some cases very robust and without a doubt well thought out

The next experiment will be to generate defined instances to motivate the delivery of recognitions, at the beginning or closing of some activity or meeting. Together with the team, we understood that leaving this tool permanently available does not guarantee its use and it may be that at the beginning it is necessary to agree on a space of time dedicated exclusively to it.

The team has learned how relevant it is to give recognition to promote motivation and teamwork, that they have a very good opinion of each other and that they have worked together for a long time but did not have the opportunity to demonstrate it.

As a facilitator I learned that the best reinforcement actions to ensure installing a new skill come from the same group. Sometimes, no matter how hard you try to give grounds and arguments to motivate, they can be theoretical. When it is a member of the team who can testify to the results, others are encouraged to try it.

In the next opportunity that I carry out this practice, I will incorporate the Kudo Cards to simplify the process and thus be able to offer pre-defined messages which can make giving recognition easier for some. Without a doubt I also hope to have the opportunity to carry out this activity in person and have the possibility of perceiving the gratification and happiness that receiving awards can give the team.

I invite you to use Kudo Wall by M.30 !. How I was able to learn in this application, I advise you to generate a specific instance so that the members of the group give each other recognition at least in the beginning. I also suggest offering a space for participants to give an account of the emotions generated by having positive feedback from others to ensure that we take advantage of the potential for motivation and happiness that this practice can give us.



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