Reading Time: 2 minutes In most organisations, recognition and financial reward go one for the other. This approach misses the point of recognition: people are motivated by more than money. Six rules by With Jurgen Appelo to give rewards and to increase people’s performance and enjoyment.
Reading Time: 6 minutes Everybody becomes happy when getting a "Thank you", or be rewarded and be encouraged by a job well done. In the 21.th century business world financial bonus systems do not work anymore to motivate people properly. Instead, by following a few simple rules, you can reward and recognise employees effectively.
Reading Time: < 1 minute Reading Time: 2 minutes The Happiness Door is one of the Management 3.0 practices. It is a tool to give feedback continuously in workshops, events, or meetings in three categories: things that make attendees happy, things they feel neutral about and things they didn’t like. Usually, it is either an empty flipchart or a collection of post-its.
Reading Time: 6 minutes Give people a smile by showing them your appreciation and recognition. Try to stay off from generic emails or general praise cards. They will cheapen the gesture and feel more like an obligation than proper recognition. There are several approaches and strategies to support and achieve people happiness at the workplace level.
Reading Time: 2 minutes The S3 Canvas Series by Bernhard Bockelbrink has its offspring from the Sociocracy 3.0 movement. There are canvases to explore new business models or product ideas (S3 organisation Canvas), to negotiate and clarify the delegation of a domain to a team or role (S3 Delegation Canvas), and to clarify and explore where teams stand and how to move forward (S3 Team Canvas).
Reading Time: 7 minutes Team happiness, mindfulness, and mental sustainability are vital topics in current software management and product development. Happier people are more productive, is the mantra. Is this a reasonable way to follow?
Reading Time: 4 minutes Psychological safety is a shared belief that the team is safe for interpersonal risk-taking. In psychologically safe teams, team members feel accepted and respected. The team members share the belief that they are enabled to give voice to their ideas without fearing reprisal or rebuke.
Psychological safety is one crucial prerequisite for innovation and high-performance teams.
Reading Time: 3 minutes Employes, team members, rate frequently their (daily) happiness on a numeric scale (1–5). This rating is tracked on team or department level to visualize a team’s mood over time and to help teams and management to improve their happiness (Jeff Sutherland, ScrumInc; Hendriek Kniberg, Crisp).
Reading Time: < 1 minute A Niko-Niko calendar is a visual, iconic tool to track the mood of a team. You set up a calendar, and each team member tracks her mood after each working day with a smiley.
Reading Time: 3 minutes Appreciation Cards – Kudo Cards – are written and public recognition of a colleague for something he or she has contributed to the team. But it’s the recognition of valued work, not financial incentives, that encourages intrinsic motivation within an organisation.
