#Give kudos install#
#Give kudos download#

#Give kudos download#

Once the card is written you can download it or take a screenshot and post it on the channel tagging the person you wish to express gratitude to.

And you can use the online tool I like to use to write digital kudos. In the remote reality, where many of us will stay for a little longer or forever, you can create a Kudos channel on Slack or Teams. As per public recognition, remember? This way we were able to create our Kudos collections on our desk. After each readout, the person who received a Kudo would come and pick up their card. Then on a weekly, bi-weekly, or monthly basis, during informal company gatherings like breakfasts, we would read the cards aloud. We would ask the employees to recognize each other’s behavior by leaving Kudos Cards in the box.

#Give kudos install#

In the old-normality, we would install a Kudo box in the cafeteria of our office. I am used to using the template Jurgen Appelo has on his management 3.0 website but you can use anything, even send a short message on Slack. Kudo cards are small tokens employees give each other when they want to express gratitude. What are Kudos and what do they have to do with intrinsic motivation? It is where longevity and true engagement will come from. Intrinsic motivation is different, here the behavior is triggered from within a person according to their values and judgments. However, they need to be adjusted from time to time because after some time they may stop working. Here’s how a badly thought bonus scheme can drown not only a company but whole countries! Of course, we are talking about knowledge work, in environments based on highly repetitive work, the rewards help keep you going. Just think about all those bankers in the US in 2008 who gave out mortgages to their customers like candies just to get their cut. People will find any shortcut to get the bonus and in the process, they may lose the enjoyment of work. And rewards based on outcomes increase the risk of cheating. The common pitfall here is that the incentives make people stop doing their tasks just for the joy of well-done work and start looking for rewards. First, let’s explain the two different kinds of motivation to understand why it is important.Įxtrinsic motivation is fuelled by external rewards like money, grades, or praise, e.g. The subtitle goes “Motivate people with better rewards”. Kudos are described in the first chapter of the book. I explain more about Management 3.0 and leadership best practices in my article “ Leadership Is Not A Role, It Is A Relationship”. It gamifies the experience and is fun to read and practice. If you ever thought about becoming a manager, it is a must-read. If you haven’t heard about it, I highly recommend getting yourself a copy. I have the version with pictures called “ Managing for Happiness”. I first learned about Kudos in Jurgen Appelo’s book on Management 3.0. But make one mistake and there’s always somebody jumping all over you!” “No matter how hard you work you never hear a good word from anybody.

The recognition culture is precisely about avoiding the pitfall of: Are we just as frequently stopping to celebrate things that are going well? We all love receiving gratitude, why aren’t we expressing it often enough? Video about the article Recognition cultureĪs Scrum Masters or Agile Coaches, we are continuously searching for improvement.