Quick and frequent feedback builds connection within the team.
In our expert series: Valuing with Nais, Wojciech Strózik answers the questions. He is a manager with over 20 years of experience, focusing on creating and developing effective teams, as well as the author of the well-known podcast Personal Development for Everyone.
How often do you appreciate?
- As often as possible. I try to constantly remember this and talk about the things I see, about the behaviors and attitudes of the people I work with.
When was the last time you were appreciated? And how?
– What I remember most is the recognition from 5 years ago, which involved congratulating me on completing a project. It was an important phone call and, consequently, an important conversation. That was enough for me to remember it to this day. It's worth appreciating in a simple way that leaves no doubt about the intentions and validity. An employee shouldn’t have to guess whether they have been valued or not. To be honest, sometimes my perception of my colleagues' appreciation may differ from how they actually perceive my efforts. This is a good moment for reflection and a reminder that simple solutions are usually the best. So I will ask directly: does my team feel appreciated? Because sometimes that is the simplest way to find out.
What forms of appreciation do you think work best on your experience? Which form of appreciation do you believe is the most important, considering the research from SWPS University?
– One of the key forms of appreciation that I practice is showing interest in the employee. Even a brief conversation that acknowledges their work's results or efforts can make a difference. This is challenging because I learned management in a time when only objectives, tasks, and control mattered. A person was seen as a tool that could always be replaced. From the beginning, I struggled with this mindset, which I sometimes heard from my bosses. Today, with the perspective I have, I value relationships and how they positively impact the team and the tasks at hand in the long term. Small and frequent acts of appreciation can transform any team and accomplish any project. It's not just about giving compliments; even critical feedback regarding a work method or decision can be complemented by acknowledging someone's efforts.
What forms of appreciation do you use?
- Written: rarely, Verbal: often, Individual: rather in forums, but not necessarily in the form of public "patting on the back." Often during discussions about results or progress on various tasks or projects.In front of everyone: yes, in front of everyone in the room or office.During periodic evaluations or when necessary: always.Instant, e.g., via apps, online: I haven’t experienced this because we don’t use such tools, unless it involves a message sent via a communicator or a thumbs-up image in an email, or some other positive GIF.)
What elements of appreciations are the most important from the team leading perspective?
– Timely and frequent feedback that also highlights positive aspects is important. It's valuable to praise the entire team, but also to acknowledge the efforts of individuals. This fosters a bond within the team. It’s worth developing these skills, especially during uncertain times like those brought about by the COVID-19 pandemic. The key is observation and listening.
Is appreciation only boss - employee, or also emplyee - boss and employee - employee?
– Appreciation works best when a complete culture is developed around it. I mean conscious and honest appreciation at every level. It has become a stereotype to assume that appreciation is the job of the boss or the leader. Today, teams can just as easily appreciate their boss, or a team member can appreciate another employee. Appreciating entire teams by other teams works particularly well in more complex projects. In this case, it is important for appreciation to be HONEST, meaning sincere feedback that is not intended to manipulate or achieve individual gains for the person giving the appreciation. Such short-sighted actions are definitely not recommended. Authenticity and transparency in appreciation are effective; other forms may yield the opposite results than intended.
