I like what they say in that post about this, however. Kudos are not a company thing, but a horizontal sign of appreciation from a peer, or someone acting as a peer. But I personally think that this is included in the 2 previous points. This is what is said in the post where I found my inspiration for this section. For instance, their team-building abilities have contributed to making you feel better in the company, or you are the proponent of several new projects and their critical but engaged collaboration helps you to stay grounded. In some cases, this is pretty obvious, but at a risk of being redundant, you can add why are you grateful about that thing you mentioned. Explain the impact on youĮxplain how this impacted you. Saying you rock or best project manager ever is not very specific, but ‘you are a model of kindness and you are team building cement and I’ve never praised you for this’ is pretty specific even if you are talking about general things. You can also be specific about this person’s features’.
Is it about a talk? Did they give you a hand with something? They offered to cover something you needed to do when you were ill or just having a nice vacation day? You want someone to feel appreciated so… Be specificīe specific about why you are saying thanks or props to someone.
A so powerful tool MUST be handled with care and with charm. So an expression that utterly causes an action. Giving kudos is a performative expression. Way more important than the system we use to give kudos, it is the way in which you give it. If you are looking for some directions to implement a kudos system, take a look here… but if you already have a kudos system running and want some simple rules to better give kudos… this is the post.
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