The developing others competency of social awareness means:
- learning to see people’s strengths,
- cheering their successes, and
- fuelling their confidence.
Imagine your team just carried off a tough project but you move on without a word. What happens next? They slump, motivation fades, and that spark dims. As an entrepreneur, you can’t let that slide. Acknowledging and rewarding people’s strengths, accomplishments, and growth is oxygen for your business.
🎉 Spot What’s Great, Call It Out, And Reward It Right
When you acknowledge and reward strengths, accomplishments, and development, you:
- Boost morale. Happy teams stick around.
- Spark momentum as recognised effort breeds more effort.
- Build loyalty. People fight for leaders who see them.
How to Spot What’s Great, Call It Out, And Reward It Right
People don’t just want a pay cheque, they want to matter. Show them they do, and you’ll unlock their best. Let’s make it happen.
See What They Bring
Everyone’s got a superpower. Your job? Find it and name it.
What to do: Watch your team in action. Who’s the problem-solver? The communicator? The steady hand under pressure? For example, if your designer churns out stunning visuals that wow clients, don’t just nod. Say, “Your eye for design is killing it.”
Why it works: Gallup research shows people who use their strengths daily are six times more engaged. Spot them, and you unlock that energy.
Shine a Light on Accomplishments
Big wins or small steps, people need to know you see their effort.
How to do it: Be specific and timely. Say it when it happens, not months later.
Pro tip: Public shout-outs amplify impact. Drop it in a team chat or meeting so that others cheer too.
Why it works: A Workhuman study found 89% of employees feel more motivated after recognition. That’s your team, fired up.
Honour Growth
Progress isn’t always a trophy moment. Reward the grind of getting better.
What to do: Notice when someone stretches, e.g., learns a skill, takes a risk, or steps up. Then celebrate the development.
Pro tip: Tie it to impact. Show them how their development lifts the team or business.
Make the Reward Mean Something
Recognition isn’t one-size-fits-all. Tailor rewards to what clicks for each person. Ask yourself, “What lights them up?”
How to do it: Mix it up – verbal praise, a bonus, extra time off, or a cool perk, for example, a quiet contributor might love a personal thank-you note, while a go-getter might thrive on a “team MVP” title.
Why it matters: Harvard Business Review says personalised rewards boost performance 15% more than generic ones. Know your people, win bigger.
Be Consistent
Random praise feels flimsy. Make acknowledgment part of your rhythm.
What to do: Set a goal such as catching one strength, win, or growth moment per week. Then stick to the habit, for example, start meetings with a quick “kudos round”.
Pro tip: Keep a notebook or app to track what you notice.
Tie It to Your Vision
Link their efforts to your business goals. It’s not just “good job”, but “this moves us forward.”
How to do it: Frame praise with purpose. “Your knack for detail saved us a costly mistake—we’re stronger because of you.”
Why it works: People crave meaning. A Deloitte survey found 73% of workers stay longer when their efforts connect to a mission.
➡️ Next
Choose one person on your team. Find a strength (their calm under chaos), an accomplishment (a deadline smashed), or growth (a new trick they’ve picked up). Tell them directly, “Hey, I noticed X -it’s awesome.” Then watch their reaction. Do this weekly, and you’ll see your team light up and your business grow.