What are some unique ways to show appreciation for your team members in a professional learning community?

I have heard the idea that you should praise in public and critique in private, but I think often people do not like to be praised in public either. This of course depends on the person. I think it is essential in all parts of life to treat people not as you wish to one treated but as they wish to be treated. The same goes when praising them. What makes them tick and matters most to them? Effective praise starts with effective relationships which are based on clear communication and mutual respect.

In my experience when in a professional learning environment, consider forming a habit of sending personalized notes of acknowledgment, organizing team-building activities, providing professional development opportunities, and recognizing individual achievements publicly. Tailoring these gestures to your team’s preferences adds a more meaningful touch.

My 2 cents: 1. Love them as love NEVER fails ❤️ 2. Empathise with them 3. Reprimand in private BUT appreciate in public 4. Introduce incentives for good work 5. Help them to embrace and celebrate their failures 6. Give them opportunities to lead new initiatives as per their skills, talents and gifts. 7. Respect and care for them unconditionally irrespective of their positions and designations. 8. Practice tough love by giving them honest feedback which will help them grow professionally and personally 9. Be a Servant Leader. Remember it is in serving that we are served and it is in giving that we receive.

It's super simple, but it's effective. Write handwritten notes or postcards. You should do it, especially when people don't expect it. You don't have to write an essay. A couple of lines will do the trick. A little handwritten note shows thoughtfulness and empathy, especially after they have had a tough day.

Most of my days start with by me walking to each teacher's classroom, including lab assistants. After occasional conversation (how are you doing today, how is everything going so far, etc.), I might slip in the praise. The act of visiting someone's classroom/office to award them the praise makes them feel appreciated (indicate the purposeful visit) and moreover, demonstrates the presence of leadership.

#Celebrating_success is of paramount importance as success sets momentum for subsequent success in the continuum of success. Team success is one of the measures of contributions and as members climb higher on the ladder of human needs and aspire to leave legacies and fullfil the needs of their spirit, celebrated success stories/milestones will play a key role. Imagine an Olympic game with no medals or some sort for the winners. And as clearly demonstrated by James M. Kouzes and Barry Z. Posner, 'encouraging the heart', as they call it, must be a routine practice if a #culture_of_exemplary_leadership is to be built in an organization.

Celebrate personal milestones Even though most people spend a third of their lives at the office, many employees still don’t know much about their coworkers. Remedy this by celebrating their personal achievements as well as work ones. Did they recently run a marathon? Have a new baby? Master a new hobby? Send a note of congratulations along with a small gift. Share accomplishments on an internal Wall of Fame Showcase the great work your people are doing on a company social Wall of Fame. An even better idea is to add a way for peers to add their own comments and recognition

Sometimes the celebration for a non-obvious reason is the most fun. And, in those cases, choose a day and a time when staff might be struggling to chug through the week or day.Create memorable small moments and celebrate all the time.

By acknowledging achievements through messages, awards, and events, you reinforce a sense of accomplishment and purpose among team members. Involving students, parents, and stakeholders in these celebrations will showcase the positive impact of your PLC's collaborative efforts. It strengthens the team spirit and encourages continued dedication.

Celebrating team milestones in our professional learning community has been incredibly impactful. Acknowledging each success, whether through personalized messages, awards, or social events, really boosts our sense of achievement. Sharing success stories and involving students and parents in these celebrations highlights our work's impact, strengthening our team bond and motivation. These moments remind us of the broader value of our efforts and foster a culture of progress and purpose.

Being a leader requires that you recognize individual strengths of each team member. Understanding their strengths allows us to support them by helping them enhance these strengths. An example of this might be asking a team member to help co-facilitate a meeting. This simple ask can build individual and group confidence. Fostering opportunities for growth is a great way to show appreciation.

I foster a culture of appreciation by recognizing team members' contributions during meetings, highlighting their successes, and acknowledging their commitment to the professional learning community. By providing opportunities such as skill-building workshops and mentorship programs I find it supports individual growth within the team. I celebrate achievements collectively, emphasizing the role of collaboration in the community's overall success. It’s also important to take time to encourage peer-led professional development sessions to promote knowledge sharing and create a supportive learning environment.

I have seen that encouraging individuals to grow and develop their skills helps them achieve their true potential and also promotes meritocracy within the team. In addition to inspiring themselves, these individuals also inspire others to pit in more efforts. In the past, we have given such opportunities to such individuals who have taken on key positions within the company. They have continued to perform better and have had a better connect with thw organisation as well.

Offering professional growth opportunities, mentoring, and coaching not only shows appreciation but also invests in the team's long-term success. It fosters a culture of continuous learning, enhancing the overall effectiveness of the professional learning community.

Recently I asked one of my colleagues, "If you weren't in your current role, what is something else you'd love to do at our company?" Framing the question in this way created a psychologically safe space for discussion and exploration!

In addition to the great suggestions already mentioned here, putting holds on your calendar that honor aspects of your identity outside of work (e.g. “picking up kids and making dinner”), can go a long way towards building trust and supporting well-being on your team.

Be respectful of your teachers time and personal commitments. Offer to substitute a class or take a walk with a teacher who requires support. Acknowledge birthdays, individual accomplishments and special holidays. Make sure your teachers feel like they belong to a supportive team.

Not adding to staff workload or time is an important thing to consider. Whilst organising a staff event to provide "non work" activity, such as yoga for example, might look great on paper, it could actually be adding to the stress of the day. They may have more work they would rather be getting on with so that they can get home. They may need to get home to support a family member. You may not know what goes on beyond the working walls. Therefore any activities provided should not be compulsory, nor should those who do not attend be made to feel guilty.

I have seen that being in education demands you to be live life in a particular stereotype way. So at times it’s hard to accept this occupational hazard in this context. This societal conditioning may intend you to behave in a particular way. I have lived my life the way I perceived a teacher to be. But now I am breaking this stereotype in my own perception. Once you let loose this old pattern and start living in present a new possibility starts emerging. The new teacher apart from teaching is an entrepreneur, risk taker, willing to explore new horizons and in this way a continuous learner/ student hungry for learning always.

Recognize the importance of mental health and work-life balance. Initiatives like flexible working hours, mental health days, or wellness programs demonstrate that you care about their well-being beyond work.

One of the most powerful aspects of the human experience is that we all bring different experiences and perspectives. Feedback from team members is one of the most impactful opportunities for growth. Seek out feedback and then consciously thank both the team member who suggested change and share with the team how feedback was implemented to create a culture of continuous improvement that solicits more feedback.

In my experience, companies and small business owners would be wise to take an active role in helping their employees attain a work-life balance.Offering flexible work schedules and hybrid working.Focusing on productivity rather than long hours of work, encouraging breaks throughout the day help employees establish a better work life balance. To help your employees find a work-life balance, you need to actively encourage employees to take time off. Implementing work-life balance benefits makes your organization more attractive to top talent and more likely to retain your best employees.

Valuing team member feedback and input is a crucial way to show appreciation in a professional learning community. Actively seeking their opinions, suggestions, and concerns demonstrates respect for their expertise and an inclusive approach to decision-making and problem-solving. This practice not only involves team members in crucial decisions but also indicates a leader's willingness to learn and grow from their team's insights. Importantly, acting on this feedback is a tangible demonstration of taking their ideas seriously, reinforcing a commitment to continuous improvement in both the PLC and student outcomes. This approach fosters a collaborative environment where every voice is valued and contributes to the collective success.

The art of listening is crucial. It’s vital to put aside distractions (such as mobile phones) and to act on suggestions, concerns and requests. This doesn’t mean you must always say ‘yes’ but it does mean explaining why you take a particular position. Then listen to the response!

I agree on taking feedback and acting on them but most importantly is to recognise and give the credit in front of the entire team. This way they will be more reciprocated towards any issue and be more productive.

In my experience, academic staff at all levels strongly appreciate getting recognition and feedback from seniors/leaders for their personal achievements and hard work soon after the achievement. They love transparency and fairness in recognition, evaluation, and promotion vis-a-vis peers. They wish to have a degree of autonomy, especially in utilizing the pre-allocated budget they receive annually. Salary parity and annual increments are important. I created a highly-automated, transparent Academic Excellence Information System (AEIS) that has been successfully deployed and heavily used in my university addressing the non-financial parts of the above faculty aspirations while also providing executive insights and data analytics.

'Why' matters. Why am I here? Why am I doing it? Why is this important? Everyone is searching for a 'WHY' in their life. While it is personal journey for each one of us. Answering these WHY'S with the team will help them understand their purpose in the company. Defines their 'why' in the company. Defines company's vision.

Bayer Corp in China has developed an app where employees can send virtual thank you notes to their colleagues. These motivates and energizes teams on a daily basis. Such thank you notes convert to points which one can redeem for gifts. This is one of the many examples of how MNCs are adapting innovation in and for China

I’ve found facilitated teacher-led learning circles where educators autonomously explore topics of interest, share insights, and collectively enhance their professional growth. This approach aligns with the idea that "Leadership is not about being in charge. It's about taking care of those in your charge." - Simon Sinek. Empowering teachers to guide their own learning promotes a culture of shared leadership and values the expertise within the professional learning community.

This does not have to be unique or even clever. A simple "thank you for your hard work" can go a long way. Whether this is private or public depends on the person. Don't assume everyone loves praise in front of peers. Start with a private conversation and find out if it is appropriate for public recognition. You can always publically commend the hard work of an entire team or group, however. Do so whenever it makes sense. And don't do it at the end of the meeting, all hands, or town hall, instead do it in the beginning when you have everyone's attention. Don't worry about tangible items to go along with that. They are nice, bu not necessary. Your appreciation will be enough.

Everyone seems to be diplomatic about this topic, but I want to be totally different. There is no better way to appreciate an educator than a substantial increase in salary at the end of the year. You can do all those little personalized notes and gifts, but we all know that nothing comes near a salary worth a teacher's work. Thats the blunt truth and we all know it, no matter how we want to look like we are not 'interested in money' folks.

Express gratitude. Foster a culture of recognition. Acknowledge each other's contributions. Celebrate milestones collectively. Small gestures, like handwritten notes or virtual coffee meet-ups, can go a long way in conveying genuine appreciation within the team.

Consider what is important for a staff member and try to meet them there. For example, when you know a teacher wants to leave early one day to take their own child to soccer training, surprise them by making sure staffing is arranged in order for them to be able to leave at that time. I think it's these little, personal gestures that make a difference.

Featuring a spotlight like showcasing individual team members in newsletters or on social media, highlighting their achievements and contributions to the professional learning community. Even surprise events like celebrating work anniversaries, birthdays, or achievements of little things also fill the field with positive vibes and enhance connectivity and positivity of the team members.