Something I love about Atomic Object is the variety of programs that allow us to recognize the amazing work that our teammates and colleagues do. Each avenue for peer recognition offers to meet Atoms where they are regarding how they like to give and receive appreciation.
- Spontaneous appreciation in a team-only retro
- Verbal cross-team recognition as “High Fives” at an office all-hands
- Private written notes at our Sugar Cube wall
- Public recognition with Protons, linking team member behavior to company values in a write-up shared with the company and customers.
Our smorgasbord of peer recognition programs allows Atoms across roles and teams to celebrate their colleagues’ value and hard work. When Atoms recognize each other’s hard work, it exemplifies our foundational company value of “Give a Shit.”
It’s not just a love fest.
High fives and shout-outs might seem like a “frivolous love-fest” to some when we have ambitious product launch timelines or a bottomless backlog. However, they are critical to team success at Atomic. Recently, NPR’s Morning Edition reported that recognition and appreciation of team members is a vital antidote to stress and burnout at work. While praise doesn’t change the objective reality of demanding work, it does help to shift into a more engaged and communal mindset. At Atomic, we’re expected to care about our work, our clients, and each other. Recognizing each other’s contributions is a meaningful way we show that.
When we share shout-outs in team settings or spend time crafting a heartfelt Proton award, we’re not just fulfilling an intrinsic human need to be seen, understood, and valued. We’re also contributing to more positive business outcomes for Atomic and our clients. Research from Great Place to Work shows a clear link between feeling recognized and motivation to innovate or go the extra mile. Recognition isn’t just crucial for workers. It’s a key factor in thriving businesses.
The flow of recognition signals team engagement.
Participation in recognition and appreciation programs can fluctuate, even at Atomic. Sometimes appreciation is everywhere, and other times, the High Fives disappear, and the Sugar Cube wall gathers dust. These lulls usually aren’t about the quality of work or lack of appreciation. Lulls in shared appreciation are a sign that people are pulling back, and possibly feeling disconnected or underappreciated. We must pay attention to these dips because they can have serious consequences for teams and businesses. NPR’s report suggests that when recognition and appreciation don’t flow in a team or workplace, it can impact team motivation and employee retention.
Flat organizations need to Give a Shit about peer recognition.
Praise and recognition can be tricky in flat organizations like Atomic Object. Without formal hierarchies, traditional top-down recognition is replaced almost entirely by peer-to-peer appreciation — through things like Atomic’s Protons and shout-outs. In a flat organization, this kind of recognition is vital to ensuring team members feel valued and preventing overlooking game-changing contributions. It’s not just about team morale. The success of the business depends on it.
Structured peer recognition programs, like Atomic’s Protons or a scrum team’s end-of-sprint shout-outs, create opportunities for intentional appreciation. But what happens when participation dips? In the second part of this two-part series, we’ll explore this issue and dive into three ways you can jumpstart peer recognition — bringing back the good vibes, motivation, and sense of community.