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Rituals: The Fabric of a High-performing Team
As illustrated in my book, Passionate Performance, our rituals create the fabric of our culture, and they are critical for defining connections within our teams. Once we establish deeply ingrained team rituals, we view them as “the way we do things around here.” We can create rituals around recognition, performance, accomplishments, service, learning, etc. Whatever form the ritual takes, it creates connections. Effective rituals connect our team members to each other and to the leader. Select rituals that fit your style and the chemistry of your team. It has to feel comfortable and natural to be effective.

Other recognition performance Related Articles

You Can't Quit; You're Too Valuable
When employees do an outstanding job, the least they deserve is recognition. You wouldn’t expect a marriage to last very long without terms of endearment. Why should management think employees on the job function without respect and recognition?
Achieveing Fair Financial and NonFinancial Rewards
Employee motivation and performance management depend on good systems that offer both financial and non-financial rewards (non-monetary rewards). This performance management article applies to all organisations. Constant change and high expectations are taking their toll in some organisations, as well as in industry and government generally. Sometimes this is shown in employee turnover. Sometimes it is hidden because of job insecurity. Rewards and remuneration must be scrutinised. Employee motivation and performance are critical. Non-monetary rewards can be as important as monetary rewards. A good rewards and remuneration system ensures that each person receives appropriate financial and nonfinancial recognition to account for the personal contribution they are making and the overall value of their position to the organisation.
Opportunity as Recognition
In Make Their Day! Employee Recognition That Works, Cindy Ventrice outlines the four elements of recognition. The least understood element is Opportunity. This article explains why opportunity is an important part of the recognition equation.
Leadership and Employee Recognition
Whether you are the head of a large organization or the leader of a small team, you have a critical role in employee recognition. If you were thinking that recognition was someone else's responsibility, you need to read this article.
Letters to the Editors: How to sell your expertise to magazine and newspaper editors
You're an expert, so get the recognition you deserve. Learn how to approach magazines to sell your articles. The recognition this kind of exposure can bring you is well worth the effort.
Rituals: The Fabric of a High-performing Team
As illustrated in my book, Passionate Performance, our rituals create the fabric of our culture, and they are critical for defining connections within our teams. Once we establish deeply ingrained team rituals, we view them as “the way we do things around here.” We can create rituals around recognition, performance, accomplishments, service, learning, etc. Whatever form the ritual takes, it creates connections. Effective rituals connect our team members to each other and to the leader. Select rituals that fit your style and the chemistry of your team. It has to feel comfortable and natural to be effective.

Maximizing Results with Reward and Recognition
Does reward and recognition work? Want to learn how to squeeze that little bit extra out of people? Improve performance and increase results, read on to learn how...
Leveraging the Power of Large, Well-known Companies to Grow Your Small Business
High-profile companies have the power of recognition and credibility. Discover the secrets (and benefits) of leveraging their recognition and credibility to grow your small business.
Personal Recognition and Appreciation is an Inside Job
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

Recognition Do's and Don'ts to Inspire and Energize
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

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