The Kudos program is essential for constructing connection and camaraderie for the corporate’s distributed workforce.
Worker recognition is an important ingredient of nice workplaces.
Scaling these efforts can pose a quandary for corporations with complicated operations. In fact, staff like to get plaudits from the CEO, however what occurs if you find yourself a world firm with a distributed workforce?
For Atlassian, makers of collaboration software program Jira, Confluence, Trello, and extra, the reply was to make sure that everybody may acknowledge a colleague for a job well-done via their recognition program, Kudos.
Peer recognition has a number of advantages:
“Typically Kudos end result from going above and past, or transport a mission they’ve been engaged on for months,” says Gina Creegan, international head of expertise operations. “This system is all about how we’re working collectively and offering people the chance to share gratitude for staff members who’re residing our values.”
The Kudos program is owned by Atlassian’s “Workforce Wherever” division, which is accountable for enabling the worldwide distributed-first workforce. Workers have the selection to work 100% remotely, which has seen 54% of staff employed within the final 12 months dwell 2-plus hours from an Atlassian workplace.
The corporate doesn’t anticipate employees to have a typical 9-to-5 workday, however slightly prioritizes flexibility to fulfill the wants of labor and private life tasks throughout a number of time zones. Workers should preserve collaborative hours that overlap with members of their staff — 4 being the minimal — to make sure efficient workflows.
This larger flexibility signifies that staff might need fewer touchpoints with the group. Direct managers change into essential facilitators and colleagues play a fair greater function in making a office the place everybody feels a way of belonging — a part of why peer recognition has change into more and more very important for preserving Atlassian’s values.
“This program reinforces that all of us have an necessary function to play in residing the values in our day-to-day work,” says Creegan. “Kudos helps to spice up connections throughout groups and departments.”
Kudos didn’t begin as a program to help distant staff, however the distributed-first firm has transitioned to a totally digital reward card providing which has been immensely fashionable, in accordance with Atlassian.
“This system is extra fashionable than ever earlier than because it has by no means been simpler to acknowledge your fellow Atlassian, irrespective of the place they work,” Creegan says.
Packages like Kudos and the efforts of Workforce Wherever are accountable for Atlassian’s huge soar ahead on the 2023 Fortune Finest Firms to Work For® Listing, enhancing 40 spots from No. 47 in 2022 to No. 7 this yr.
How this system works
A staff member selects the Atlassian Worth which they’re nominating their peer for and submits with a brief observe utilizing JIRA Service Desk about why their colleague deserves recognition. Those that are acknowledged normally obtain a digital reward voucher, however nominators may request as a substitute of a voucher, a donation is made to “Room to Learn” — one in all Atlassian’s charity companions.
Workers may nominate their colleagues for “Large Kudos” for demonstrating management throughout complicated, high-impact initiatives, which a supervisor then should approve.
“Our intention is that this can be a high-trust, employee-driven program,” says Creegan. “During the last yr, virtually 95,000 Kudos have been awarded, with greater than 2,500 donations made.”
How does Atlassian get such sturdy participation in this system?
The Kudos behavior is about early.
“As a part of our Day 1 Orientation for all ‘Newlassians,’ our Kudos program is launched with people inspired to arrange a reminder to ship Kudos within the first couple of weeks to somebody who has supported their onboarding,” Creegan says. “This units up sturdy adoption early on.”
Atlassian additionally credit the success of its program with retaining issues easy. The nomination course of is simple, with simple standards for the popularity. Fewer obstacles for participation ensures extra staff take part.
And, like every profitable enterprise program, Kudos is rigorously measured.
“The Office Expertise staff has developed dashboards for folks managers to have visibility of their direct report’s exercise,” Creegan says. Managers can use this monitoring to encourage staff members to offer recognition throughout quarterly check-ins.
A profitable recipe
Nice Place To Work® analysis has proven the significance of recognition, not just for staff to thrive, however for corporations to attain their bold enterprise objectives. When each worker feels valued and revered as a full member of the staff, corporations are extra resilient when confronted with financial downturns.
When staff are acknowledged, they’re 2.6 instances extra prone to assume promotions are honest and a pair of.2 instances extra prone to say modern pondering is embraced.
Efficiency on lists just like the 100 Finest Firms to Work For is not only a measure of worker expertise. Firms that make the checklist outperform the inventory market by an element of greater than three.
Suggestions for fulfillment
Regardless of the success of peer recognition, Atlassian says it shouldn’t take the place of conventional recognition from managers and high leaders.
“Each supervisor recognition and peer-to-peer recognition have a job to play in driving the tradition you wish to construct, enhancing connection and productiveness,” Creegan says. “One can’t change the opposite.”
Creegan presents some suggestions for different corporations constructing their very own peer recognition packages:
1. The thought counts most. Your recognition program doesn’t must be exorbitantly costly, Creegan says. “Most individuals are delighted that you just took the time to acknowledge them — which means as a lot because the small token or reward you give them.”
2. Join recognition to values and behaviors. “Recognition ought to have a transparent line of sight to your organization values and behaviors which can be necessary to your tradition,” Creegan says.
It additionally creates transparency round “why” a person is being acknowledged. “Folks want to know why you’re thanking them,” Creegan explains.
To make sure staff are interested by key values and behaviors when recommending a colleague, Creegan advises making staff choose a worth or conduct for recognition as a part of the nomination course of. “For Atlassian, ‘how’ we do work is as necessary as ‘what’ work we do,” Creegan says. “We encourage Atlassians to acknowledge how their coworkers get work finished.”
Do your staff really feel acknowledged?
We designed an worker survey – based mostly on 30+ years of learning worker expertise – to measure and monitor ranges of worker recognition, belief, innovation, and extra. Contact us about it at present.