In the dynamic and often high-pressure world of STEM and academia, the success of teams and projects heavily depends on the individual contributions of each member. A common yet critical oversight many leaders face is failing to recognise and appreciate these invaluable contributions, especially from their most committed team members. This oversight can lead to a significant loss – both in terms of talent and morale.
(Particularly in academia, this can become difficult when the way in which people contribute or judge productivity is linear but quite diverse – not simply coming from the business and productivity frame but having distinct outcomes with broader implications for humanity, truth, and justice, making it a multifaceted and nuanced endeavour).
The Unnoticed Departure of a Valuable Team Member
Imagine this: an essential contributor on your team decides to leave. This departure isn’t due to a lack of challenge or opportunity but rather because they don’t feel sufficiently seen, heard, valued or appreciated. As a leader, you might be grateful for their contributions and believe you’re expressing your gratitude, but if these feelings go unshared, they feel unnoticed.
This scenario is more common than one might think, and it brings to light an essential question: Can you identify the indispensable individuals in your team? These are the ones who demonstrate your values, consistently deliver, innovate, mentor, and drive your endeavours forward. Recognising others is just the first step; the crucial part is developing a system and leadership practice of never taking them for granted and ensuring they know their worth and contribution to the team.
This is for you, Leaders:
- Regular Acknowledgment: Make it a habit to acknowledge the efforts of your team members regularly. This doesn’t have to be a grand gesture – even small acknowledgments can have a big impact. Help them feel SIGNIFICANT.
- Personalised Appreciation: Understand how each veiws the world AND what form of appreciation resonates most with each team member. While some might prefer public recognition, they might value – is it a private thank you note or a one-on-one conversation. When we reflect our appreciation in ways that are clear reflection of the other persons value, they have the sense they have influence and AUTHORSHIP.
- Provide Growth Opportunities: Show your team that you value them by investing in their growth. Offer opportunities for professional development, training, or taking on new responsibilities AND offer these with full knowledge of their passions and career pursuits. A chance to grow is LOVE.
- Foster an Inclusive Environment: Create a culture where every team member feels seen and heard. Encourage open communication and actively seek input and ideas from all team members, regardless of their position. Everyone should feel EMPOWERED to bring their best unconstrained by bias and prejudgement.
As you develop your system of recognition, you will be putting your money where your mouth is. After all, it’s not just enough to think it – you must ‘lead by example’. Set a precedent for appreciation and recognition within the team. When team members see leaders appreciating each other, they are more likely to do the same.
Listen Up Non-Leader
If you’re not in a leadership position, you still play a vital role in fostering a culture of appreciation. Here are a few skills and actions that when applied authentically, can signal a step change in your leadership influence:
- Peer Recognition: Acknowledge the efforts of your colleagues. This can create a positive ripple effect within the team.
EASY PLACE TO START: Take a moment to write a colleague or peer a letter of reference. - Express Gratitude: If you feel valued by someone, let them know. Gratitude can reinforce positive behaviours and relationships.
EASY PLACE TO START: Thank You Cards. In a digital world, you’d be surprised just how much a hand written note can mean to someone. - Be an Advocate: If you notice someone’s efforts going unnoticed, speak up. Sometimes, being an advocate for others can be incredibly impactful.
EASY PLACE TO START: Give the leader a gift certificate with the express intent for them to use it to take the unnoticed person to lunch or buy them a token of your esteem. This can be positioned to make the leader excited to share the news without the guilt of feeling they somehow missed something. Once you open the floodgates, that leader may be motivated to keep the praise flowing. - Seek Feedback: Regularly ask for feedback on your support. This not only shows your commitment to improvement but also encourages a culture of open communication, AND it clearly signals to the performer you appreciate that you value their opinions. This is especially powerful when a leader flips the script and invites feedback from direct reports.
EASY PLACE TO START: Ask the staff “If I was to one thing differently that could make your work life more enjoyable, what could that be?”
In the world of STEM and academia, where the focus is often on data and results, the human element can sometimes be overlooked. It’s important to remember that behind every successful outcome, project, discovery, or innovation, there are people dedicating their skills, time, and passion. Valuing these individuals not only enhances team morale but also drives better results, fosters innovation, and creates a more fulfilling work environment.
Every member of a team, whether in a leadership role or not, has the power to contribute to a culture of appreciation and recognition. By taking small steps to show gratitude and value those around us, we can create a more positive and productive work environment.
– Tim Sweet
