By Erik Korsvik Østergaard, 28. September 2014
How do you know, if your leadership activities actually pay off? You measure who your employees have as role models – and why.
During the last eight months we’ve been encouraging employees to use the ‘praise’ function on Yammer (an internal social media tool) to give a thumbs-up or a pat-on-the-back to colleagues who deserved it.
The purpose was to get the positive feedback out in the open; to shed light on who (and what) the role models are on peer level, and hence to strengthen personal leadership. Also, to establish something that was NOT controlled by top management but a very transparent and involving mechanism for giving credit.
It was a successful move.
The company in this case is a Danish IT consultancy with 120 employees in four locations, which has Personal Leadership as a key strategic area. I was privileged to have the responsibility for the activities in this track. We’ve been educating each other in leadership, in motivation theory, and in taking responsibility – for yourself, your colleagues, your projects/services/products, and your customers. Also, in when to say yes and no. Question is: Does it matter?
We launched the praise activity with this design:
- Give praise on Yammer, using the ‘praise’ functionality
- State a reason why she or he is praised
- Each month, the most praised employee will be appointed.
Honorable nominations are also high-lighted.
- With the appointment follows a prize of 1,000 DKK, which the winner must use on the colleagues, not for personal benefit