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Why You Should Celebrate Workplace Victories and Goal Achievement

Ask yourself: How well do you recognize and celebrate workplace victories?

As a military buff, I am always looking for ways to incorporate successful processes and efficiencies from the Armed Forces into business. One thing I’ve noted is that our military constantly achieves goals — moving from one to the next. But they also recognize their victories — no matter how small or big.

At the office, we should follow their lead. Recognition for individuals and teams helps to retain top talent, increase employee engagement, and encourage high performance.

But what constitutes a workplace victory worthy of recognition?

To celebrate a victory, we must first have a clear goal or objective. That goal must be realistic and achievable. We must have some authority and mandate to corral the people, processes, and tools to complete it. We should know what the goal means to the company and/or to our team.

I recommend using at least one of these three requirements in determining if it’s a goal or objective:

  1. Any goal can be dreamed of, but before dedicating time and money to it, the company must ask if it can be achieved. Do we have the capabilities, experience, and resources to attain its completion?
  2. Once people are assigned to pursue a goal, one of the first questions they should resolve is their decision-making authority. Can they resolve issues? What decisions require executive involvement?
  3. Many goals fail because they lack urgency, focus, and commitment. If a company establishes a goal or objective, but it does not have the executive support and commitment to achieve it, then the goal will likely not be reached. Once the team hits problems or questions their ability to successfully achieve the goal, the strength of its meaning — to the team and to the company — gives them a reason to press onward.

If your goal meets all three of these requirements, then the next phase focuses on managing the work toward achieving it.

Any team members working toward the goal should be able to answer (at any time) the following questions:

  1. How well are we progressing toward its completion?
  2. Are their issues or barriers preventing us from completing it on time and budget?
  3. Has the situation around us changed that requires the goal to be re-evaluated for priority?

Too many organizations just move on to the next goal without any recognition of the “wins.” Often team members start to question, “So what was the point of all that hard work?”

Once your team reaches a goal and declares “victory,” be sure to recognize the accomplishment. It will go a long way toward ensuring the next success.