![]() Having a “kudos” feed where all the kudos in the ecosystem are displayed on a large screen display.Publicly displaying all the kudos for a group of teams during an all-hands.Using a pay-it-forward system, where a person who receives a kudos has to send kudos to the next person, etc.Creating time for regular kudos delivery, like during a Sprint Review (see "Fun Reviews" photo above!).Having a physical kudos box for each team, it’s like having a Valentine’s Day box for the team (this is a tradition in the USA).Setting up a system where kudos are sent in bulk, so teams or people receive kudos in packages.Inviting teams to send kudos to teammates as desired. ![]() It’s definitely one of my go-to practices as an agile coach trying to help create and nurture awesome corporate cultures.īack in the day, when Vic Bonacci Kickstarted his “ Agile Coaching Cards”, I pledged to create a personalized card. There are so many awesome outcomes when you help build a culture of appreciation. Maybe they are too busy to appreciate other people? Perhaps they’re afraid of looking like they’re touchy-feely? Or gratitude is taken for granted? Whatever the case, I like to use kudos in places where I want to foster appreciation. It’s not like they’re opposed to it, it just isn’t a thing. In so many orgs I go to, appreciation is kinda like an after-thought. Isn’t that a good thing? Why did you decide to use this practice But in my mind, I’m thinking “Wouldn’t it be awesome if I worked in a place where we had a culture of appreciation?” On the surface, yeah, you can think of it as an HR-rewards-type-thing. When you appreciate people, you want your kudos to be in the intrinsic zone.Īnd then there are some general principles you wanna abide by, check out the image above. Intrinsic motivation means we're tapping into those kinds of feelings. ![]() He then talks about purpose, something that's greater than the self, monetary reward, or promotion. They take pride in what they do and how they do it. He also talks about mastery, where people want to learn and to practice their craft, and become masters at it. They need to feel like they have a say in their own destiny and their own fate. So how do you thank people? Well, in his book, Drive , Dan Pink (2009) talks about intrinsic motivation and states that for people to feel motivated to do something, they need to have autonomy. So there you go, people like being thanked and thanking others and being thankful because it makes us happy. People appreciate being appreciated and appreciating others! Martin Seligman, the pioneer of positive psychology, explains how grateful people are happier, in this interview with Larry King, Martin Seligman: Grateful people are happier (King, 2018, June 15). So this article is gonna be a mashup of all my years using kudos, and some thoughts. It’s always fascinating to see the myriad ways that people try to address this practice. And a lot of time the orgs I am consulting in, already have kudos in place. I remember sending out some nice chunks of cheddar, I’m talking about multi-thousands.Īnd I have introduced kudos in a bunch of organizations. They had a similar thing, except you attached a dollar figure to the card and the recipient got an American Express gift card along with the kudos. I actually used it! I vaguely remember it was like sending a letter to Santa Claus – you had no idea what happened to the letter after you mailed it.įast forward to the early 10’s and I was at Deloitte. ![]() I remember being at Microsoft in the late 90’s and we had an internal website to send kudos to people. Now that we have that out of the way, we can chat about my experiences with kudos. ![]()
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