Latest / The Wild Woman Within: Recover from Burnout & Achieve True Work-Life Balance Through Feminine Energy / 9| Working Harder Won't Make Them Value You: The Burnout Trap

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9| Working Harder Won't Make Them Value You: The Burnout Trap · The Wild Woman Within: Recover from Burnout & Achieve True Work-Life Balance Through Feminine Energy

• 0:00
  SPEAKER_00: Hey y'all, welcome back to the Fitzim project.
• 0:04
  SPEAKER_00: I'm your host, Rachel Fitzpatrick, and I am so excited to talk with you guys today.
• 0:10
  SPEAKER_00: Uh, first of all, I have a big announcement to make.
• 0:14
  SPEAKER_00: I just got back from a fantastic Europe trip with my fiance.
• 0:24
  SPEAKER_00: And that sounds so crazy to even say out loud, but I'm just beyond uh excited and thankful and grateful and ah oh my god.
• 0:38
  SPEAKER_00: So I will tell you all about it in another episode.
• 0:41
  SPEAKER_00: That's not the juice for today, but it it could be the juice for today, but it's not gonna be the juice for today.
• 0:48
  SPEAKER_00: I need to be in a more of a I don't know, um, let it sink in, let it sink in mode to before I can even begin to even tell you about it.
• 1:00
  SPEAKER_00: All I can say right now is I have a fiance and that happened when I was in London, and um I can't give you any more details because I don't want to spoil it for anybody else.
• 1:11
  SPEAKER_00: So anyway, um yeah, woohoo.
• 1:16
  SPEAKER_00: But the fun part about today is I want to talk to you a little bit about project management and um the celebration side of project management.
• 1:30
  SPEAKER_00: Did you know that one of the most overlooked tools in project management is celebration?
• 1:38
  SPEAKER_00: Like celebrating the team, the work, all of the things that you're doing and your big milestones and everything as you go through the project.
• 1:50
  SPEAKER_00: Like the biggest thing that's overlooked is celebration.
• 1:53
  SPEAKER_00: I see it all the time, like I see it all the time in companies and clients and within my company, even sometimes, like it it's so easy to miss your people.
• 2:09
  SPEAKER_00: It's so easy to miss your people, and it's nobody's fault except for the fact that we're just busy and we are always looking for the next thing.
• 2:19
  SPEAKER_00: And what else can we do?
• 2:20
  SPEAKER_00: And what else can we improve on, and how many steps can we add to our daily life to make sure all of it is going to go smoother, smoother, smoother.
• 2:29
  SPEAKER_00: So it's really important to kind of like take the pause throughout your project and celebrate, like for real, uplift your teammates, tell them what how what they are doing great, and how you can continue to do good together, and it's important, and like celebration is so important and it matters in your project so much because like if you think about it on a psychological basis, you need this motivation to continue to prevent burnout, right?
• 3:10
  SPEAKER_00: And when people are celebrated, when people are actually acknowledged for what they're doing, it gives this like dopamine effect.
• 3:20
  SPEAKER_00: And I don't know, maybe they show up to work happy and they're excited to be there the next day.
• 3:27
  SPEAKER_00: I don't know, it's kind of crazy to think about, but it can happen.
• 3:32
  SPEAKER_00: But people love to be celebrated and people love to be seen.
• 3:37
  SPEAKER_00: Just not even if you think about uh someone who acknowledges you, for example, doesn't even have to be in a project, but let's just say somebody acknowledges you, somebody sees you show up every single day.
• 3:59
  SPEAKER_00: They see you breaking your back for your family, maybe, or they see you showing up every day to your yoga class, even or they see you uh hiding an emotional vulnerability of sorts.
• 4:24
  SPEAKER_00: Being seen is important just in general, and being a human, it's important.
• 4:31
  SPEAKER_00: So when you're seen in a project management workspace area, you get that motivation, you get that dopamine, you get that team morale that everybody's talking about, and that retention that you need so that your company can actually make money, and your team is actually happy and can work together, and you've built this like nice finesse.
• 4:55
  SPEAKER_00: So one of the biggest things I'll tell you, um, in my personal experience, I was working at a different job than I have now, um, about a decade ago, even.
• 5:10
  SPEAKER_00: So it's been a it's been a bit, and I was just in the beginnings of learning about project management.
• 5:18
  SPEAKER_00: And um I had a really great manager, and she was absolutely amazing.
• 5:28
  SPEAKER_00: I really, really loved her, and I loved her because she was hard, and she didn't really have favorites, she acknowledged people when they needed to be acknowledged, and she helped people improve when she felt they needed help to be improved, and I was one of those that needed help to be improved, but I really, really appreciated her because she took the time to tell me about it, and she made me focus on process, so it I would be the one that would just like skim over, go really fast, make sure I get it done, and um I'm over it, you know, and it didn't really matter about the quality.
• 6:18
  SPEAKER_00: Well, she had me pause, she had me slow down, and quality began to matter.
• 6:26
  SPEAKER_00: And if I followed a process or wrote out a process, even to follow, then I would have this quality outcome that she was looking for.
• 6:36
  SPEAKER_00: Well, I followed her advice, and boom, she was like, this is exactly what we're looking for, what we need.
• 6:48
  SPEAKER_00: You did really great.
• 6:50
  SPEAKER_00: And I walked out of her office that day.
• 6:52
  SPEAKER_00: I'll never forget walking out and having her praise, and it was just a one-on-one situation, and I was like, man, I really appreciated that because she gave me some milestones to to hit to work towards and helped me create a way to get there, and then watched me do it, and then she saw me and she acknowledged me, and she was like, You did it, you know, and it wasn't a big to-do of celebration, but I felt celebrated by her in a sense that I was doing my job well done, and that meant a lot to me, like it meant a lot to me to have that type of pride.
• 7:37
  SPEAKER_00: So that also boosted my personal team morale, it boosted my love for the company, it boosted my love to be involved with our team.
• 7:47
  SPEAKER_00: And then right after that, we had an acquisition and I was transferred away from her.
• 7:53
  SPEAKER_00: And it was one of the saddest days of my life because I went to a different team and then I was doing um different things, different roles now.
• 8:03
  SPEAKER_00: So with this team, I was very much in a very high profile um job, is what it felt like.
• 8:15
  SPEAKER_00: Like it had to be accurate, it had to be attention to detail, it had to be perfect because a lot of our clients, like their monies depended on it, you know.
• 8:25
  SPEAKER_00: Like if I didn't set up the settings and the system correctly, then they weren't gonna get paid.
• 8:31
  SPEAKER_00: And that's just how it was.
• 8:33
  SPEAKER_00: Things were not gonna route right.
• 8:35
  SPEAKER_00: And it when you're working with electronic data interchanges, which is long for EDI, and that's what I was doing, EDI management and crossover and basically merging two companies together, then it didn't it wouldn't have worked out right.
• 8:56
  SPEAKER_00: So, anyway, with that new um manager that I had on the in the new role that I was assigned to, and it didn't matter what I did, it didn't matter how much I got done in a day, it didn't matter how much process was followed, whatever.
• 9:14
  SPEAKER_00: It just seemed like nothing mattered.
• 9:18
  SPEAKER_00: And my output for that one year was astronomical compared to any of the other years that I had been with the company.
• 9:27
  SPEAKER_00: And I'll never forget going in for my end of year review, and mind you, like there was no atta girl, no nothing for this entire time I was on this new team.
• 9:43
  SPEAKER_00: And I went in for the end of year review, and I think I had gotten like I don't know, a two and a half percent or something like that, which really kind of blew my mind because when I wrote my end of year review, I had done so many things that I had never stepped into before.
• 10:08
  SPEAKER_00: And I felt like there was a lot of growth because there was a lot of churn and burn, there was a lot of learn something new really quickly, or you basically would get replaced real easily because again, this was in the middle of an acquisition, things were hot, things were had to move, and you were on the freight train or you weren't.
• 10:29
  SPEAKER_00: And I was on the freight train and I was doing all the things that the freight train needed to do to keep going, but I wasn't being recognized for it.
• 10:39
  SPEAKER_00: And when I told my manager at the time, I was like, So you're telling me that after I do all of this for the whole year and have learned in these new ways, I get like two and a half percent.
• 10:58
  SPEAKER_00: Like that's my raise.
• 11:00
  SPEAKER_00: Uh which equaled out to be um a three out of five.
• 11:06
  SPEAKER_00: So it was a three out of five.
• 11:07
  SPEAKER_00: I didn't even get like a three and a half or a four, whatever, but what what it was was that was the percentage equal to uh three out of five.
• 11:18
  SPEAKER_00: And his response was, well, you don't get uh raises for doing your job.
• 11:33
  SPEAKER_00: Like this wasn't even in my job description.
• 11:37
  SPEAKER_00: You guys assigned me to this job when you decided to have an acquisition that I had no say over, but oh okay.
• 11:47
  SPEAKER_00: Um good, good for you for thinking that way, sir.
• 11:53
  SPEAKER_00: That's it was like the audacity, like with uh the thought that I had in my mind when he told me that, I was like, oh wow, that's a pompous bastard.
• 12:04
  SPEAKER_00: If I've ever had an interaction with one, that was exactly what that would be like if I had to have an interaction with someone like that.
• 12:12
  SPEAKER_00: So yeah, like you don't get um anything for doing your job.
• 12:19
  SPEAKER_00: Like, oh okay, all right.
• 12:22
  SPEAKER_00: And I will say, on some level, he's not wrong, right?
• 12:27
  SPEAKER_00: Like, no, people come in and they apply, they should um do the job they applied for.
• 12:33
  SPEAKER_00: But like I said, I didn't apply for that job, and um they assigned it to me, and I did it with excellence, and I was basically just acknowledged for being alive, I guess, and taking good breaths.
• 12:49
  SPEAKER_00: I don't really know, but it made a big difference to me, and that was the day that I decided I'm not working for this dude anymore, and then it it worked out because we got another uh manager shortly right after that, and she was even worse.
• 13:08
  SPEAKER_00: I was like, I'm not working for this lady anymore either.
• 13:13
  SPEAKER_00: But that's when if you listen to my very first episode, that's when I was like, well, all right, checking out, checking in somewhere else.
• 13:21
  SPEAKER_00: So anyway, I did, but that's the whole point of the motivation that I did not receive in the team morale that I did not receive.
• 13:33
  SPEAKER_00: And that's the real world example of how that recognition, just anything, could have made a big difference.
• 13:40
  SPEAKER_00: And who knows, I still could have been working with that entire company and doing something else.
• 13:45
  SPEAKER_00: I have no idea.
• 13:47
  SPEAKER_00: But I'm I'm really grateful that I had that experience and it taught me um a lot about myself, a lot, uh self-worth for one, and I deserved the recognition for the work that I put out, and I think everybody does when they're in projects with high stress, and I can only speak to that, right?
• 14:14
  SPEAKER_00: Because I'm pro a project manager speaking about projects, and that was one of the biggest projects that I had ever worked on up to that time that was high stress.
• 14:23
  SPEAKER_00: So that's what this is is you know, when you're working with a team and you've got to meet deadlines and you're you know, you're cut it's cutthroat out there sometimes, and especially in the EDI world, especially when you're working with clients and you're talking like uh millions of dollars your one click effects millions of dollars in revenue a day.
• 14:53
  SPEAKER_00: And that's just how it was, and that's how it is in my job now, too.
• 14:59
  SPEAKER_00: So with that, there is that celebration and productivity connection, right?
• 15:11
  SPEAKER_00: And that connection needs to be acknowledged.
• 15:17
  SPEAKER_00: Uh and it doesn't no, it it matters.
• 15:20
  SPEAKER_00: I was about to say it doesn't matter on what level, but I'm I'm here to say it does matter on what level.
• 15:27
  SPEAKER_00: It doesn't have to be millions of dollars of impact, it can be a small project.
• 15:35
  SPEAKER_00: There's different types of rewards and recognitions too, and I want to call that out.
• 15:40
  SPEAKER_00: So, like I had with my first manager who um lit me up like a little Christmas tree that day, that was more informal and it was our one-on-one, and it could have been more of a formal recognition, and that would have been fine too.
• 15:58
  SPEAKER_00: But at the time, like that's what we were working on and working towards in nailing my goals for the year for the team.
• 16:08
  SPEAKER_00: So that was a project in and of itself and a personal growth project, right?
• 16:15
  SPEAKER_00: So it was a bit informal working with me and my manager.
• 16:19
  SPEAKER_00: Um, formal could be anything as far as um acknowledging on the team and you know, team meetings, you meet a milestone and you make a formal announcement, or you have a company do um shout-outs.
• 16:39
  SPEAKER_00: Like, for example, my company does coffee shout-outs and they do one a month, and you can submit people on your team to win certain types of awards for the month and how they progressed over the last month.
• 16:54
  SPEAKER_00: So those are a lot of fun, and those would be like a formal recognition for our team, and it's a it's actually a whole lot of fun seeing my team name up there or somebody on my team, excuse me, with their name up there.
• 17:11
  SPEAKER_00: And uh there's a whole entire description of what they did and why they deserve to have the award.
• 17:18
  SPEAKER_00: And it was just it's just a lot of fun to read.
• 17:21
  SPEAKER_00: It's a lot of fun to read other people's teams too.
• 17:24
  SPEAKER_00: So it's just cool to acknowledge that hey, this whole company is working together every single day, and these are the people that have really shined over the past four weeks, and it's really cool to see other people get recognized too.
• 17:43
  SPEAKER_00: Like, I really, really love it.
• 17:45
  SPEAKER_00: So there's shout-outs in actual uh company wide, and that would be like our RCM team.
• 17:52
  SPEAKER_00: They do those coffee shout-outs, for example.
• 17:54
  SPEAKER_00: Um, when I was at my other company, they did company wide uh shout-outs and awards, and then now recently at my company, they also do company wide awards and shout outs.
• 18:09
  SPEAKER_00: So um it's kind of a big deal.
• 18:13
  SPEAKER_00: It feels uh amazing when those things happen and you're the receiver, you're the one on the receiver.
• 18:20
  SPEAKER_00: But I tell you what, when I give them out, it feels just as good.
• 18:25
  SPEAKER_00: I absolutely love giving out a shout-out to my team members, and I do it as often as possible when I see some positivity going on and some real work in the grind of every day going on.
• 18:44
  SPEAKER_00: And it's just a really cool feeling to go in and acknowledge somebody for doing a heck of a job, you know, like really making a difference, making your life easier too, by the way.
• 18:56
  SPEAKER_00: When you're a project manager and you've got business analysts working with you all day, every day, you got subject magic, or they are subject magic experts, but they're subject matter experts, they're SMEs on the project, and they're the ones that know the deep depths of what it is that you're implementing so that you don't show up looking like a straight up idiot.
• 19:18
  SPEAKER_00: Those are the people, those are the real deal people of the entire project.
• 19:24
  SPEAKER_00: Like those are your bones, and you gotta protect the bones, you gotta acknowledge the bones, you gotta love the bones, because without the bones, you're just like a floppy pool of skin.
• 19:40
  SPEAKER_00: It's all you are.
• 19:42
  SPEAKER_00: That's a graphic.
• 19:45
  SPEAKER_00: So, but anyway, there's different types of uh rewards and recognitions as well.
• 19:51
  SPEAKER_00: Um, team watches, digital badges.
• 19:55
  SPEAKER_00: I mean, think about it.
• 19:57
  SPEAKER_00: Your Apple Watch gives you a digital badge.
• 20:00
  SPEAKER_00: Badge if you can stand up every minute or every hour for 10 minutes.
• 20:04
  SPEAKER_00: You know that?
• 20:05
  SPEAKER_00: Like they even got the concept of why celebration matters.
• 20:10
  SPEAKER_00: Your Apple Watch knows why celebration matters.
• 20:14
  SPEAKER_00: Your managers, they are the ones that need to get on board with this.
• 20:18
  SPEAKER_00: You know, this is like a whole theory.
• 20:20
  SPEAKER_00: Clearly, it works.
• 20:21
  SPEAKER_00: If Apple can do it electronically, a manager can do it real simple.
• 20:26
  SPEAKER_00: And shout out in a meeting.
• 20:29
  SPEAKER_00: Take your team to lunch.
• 20:30
  SPEAKER_00: Maybe post something on LinkedIn.
• 20:33
  SPEAKER_00: That's that's uh intense, you know.
• 20:37
  SPEAKER_00: Post something on your company um Facebook page if you have something like that.
• 20:42
  SPEAKER_00: I don't know.
• 20:43
  SPEAKER_00: But there's all sorts of different types of ways that you can recognize people and give them the rewards that they deserve.
• 20:52
  SPEAKER_00: Because, yeah, they're doing their job, but they're doing their job really good.
• 20:57
  SPEAKER_00: You know, they're doing their job to the best of their ability.
• 21:01
  SPEAKER_00: They're showing up and they're giving you 100% on days that they may only feel like they have 30.
• 21:06
  SPEAKER_00: And you're not feeling that 70% because they're giving you everything they got.
• 21:12
  SPEAKER_00: That's what I'm talking about.
• 21:15
  SPEAKER_00: And also, you know, timing on all of this, it's everything.
• 21:21
  SPEAKER_00: Timing is everything.
• 21:23
  SPEAKER_00: You don't want to just celebrate a project at the end.
• 21:29
  SPEAKER_00: Why would you hold it all in?
• 21:32
  SPEAKER_00: Even in project management, if you look in the PMI books and you look at this exact topic, like your celebration topic, they don't suggest that to celebrate just at the end.
• 21:45
  SPEAKER_00: You want to celebrate in the milestones, the end of your sprints, if you're doing scrum implementations, if you want to do overcoming challenges, there's all different ways of the timing of celebrating somebody.
• 22:01
  SPEAKER_00: And those challenges, those are big deals to me in my um line of work.
• 22:09
  SPEAKER_00: It's not even just the milestones, it's the challenges.
• 22:12
  SPEAKER_00: We are experiencing challenges all the time, almost like every other day.
• 22:20
  SPEAKER_00: There's something new that comes up, and you're and like it's a jigsaw puzzle, and my data team is just like figuring it out.
• 22:29
  SPEAKER_00: My SMEs are just figuring it out, and I'm literally standing there holding the line, making sure we've got everything ready for the client, and I'm holding the line and putting business talk with IT talk and making sure they make sense before I can give it out to the masses, right?
• 22:51
  SPEAKER_00: So, like there's a lot of challenges that can come up day in and day out, especially when you're working in EDI, project management, and IT worlds.
• 23:00
  SPEAKER_00: Um milestones are great gateways for celebration.
• 23:07
  SPEAKER_00: Um for my particular projects that we do, there's four milestones.
• 23:15
  SPEAKER_00: If I were to do a celebration on an on a milestone way, then I would most certainly only do it at three.
• 23:26
  SPEAKER_00: You know, getting the project to launch, getting your initiation and all that stuff done.
• 23:32
  SPEAKER_00: Yes, that's heavy, but you can better bet your sales team is celebrating in that era because they're the ones that are really handling the contracts.
• 23:42
  SPEAKER_00: So there's different ways to celebrate and different ways to acknowledge in the timing of your project.
• 23:52
  SPEAKER_00: And it doesn't, again, it doesn't have to be only at the end.
• 23:55
  SPEAKER_00: So just try to avoid that.
• 23:57
  SPEAKER_00: I mean, definitely celebrate at the end.
• 23:59
  SPEAKER_00: You want to have a nice little wrap-up, but it's really the meat and potatoes in in between, get you there.
• 24:09
  SPEAKER_00: So tailoring a celebration to the team, that's different.
• 24:16
  SPEAKER_00: And you know, there's different cultural norms in different companies, and it can be a little bit challenging.
• 24:27
  SPEAKER_00: So one thing to recognize is like what is the culture of your team versus the culture of your company, and do they even match, right?
• 24:44
  SPEAKER_00: So, for example, um, the terrible story I told you at the beginning of this, when I was under that particular man under not getting recognized for anything, the culture that he was providing for the entire team was that like no one's getting recognized.
• 25:06
  SPEAKER_00: It wasn't just me.
• 25:07
  SPEAKER_00: There wasn't like a favorite person or anything like that.
• 25:11
  SPEAKER_00: It was just nobody's getting recognized.
• 25:13
  SPEAKER_00: You're just there to do and then be done.
• 25:19
  SPEAKER_00: And that was it.
• 25:20
  SPEAKER_00: So it didn't matter if you were given 100% or if you were given 2%, you were still gonna get your your pitiful end of your review, and that's it.
• 25:31
  SPEAKER_00: And that's another thing.
• 25:33
  SPEAKER_00: Let's take a side note um why you should always do a celebration of people because when they don't feel like they are valued and they felt like they gave you 100%, just wait till they start giving you two percent, and you're really gonna be like, oh wow, there goes everything.
• 25:56
  SPEAKER_00: But oh yeah.
• 26:00
  SPEAKER_00: Anyway, but if you're doing the team versus like in person and what is your culture, right?
• 26:08
  SPEAKER_00: So for example, in today's world, um fast forward from the 10 years, but going into today, no, my team, I feel like we love celebrating each other on our team.
• 26:24
  SPEAKER_00: Like we will definitely give out shout-outs to our team and on our team, and then it kind of stops there.
• 26:35
  SPEAKER_00: Now, there have been multiple different times that our team was recognized at a higher level as a team, and that was amazing and so cool, especially it was like the first year that I had started working there, and our team basically swept up all the end of year awards, and I was like, whoa, this team, like, there's a big shoes to feel like we had to keep going, keep going, keep going.
• 27:06
  SPEAKER_00: So, you know, um, we had a whole lot of challenges the very next year.
• 27:12
  SPEAKER_00: Things didn't go as smooth.
• 27:14
  SPEAKER_00: We didn't see hardly any awards, but but some other team did, and that was really awesome for them.
• 27:20
  SPEAKER_00: Like it was great.
• 27:21
  SPEAKER_00: So there's there are things like that too.
• 27:24
  SPEAKER_00: And um, I will say I personally have been recognized at an all company meeting, and that was super, super special and felt absolutely amazing to receive that.
• 27:39
  SPEAKER_00: And it genuinely like kept me in the game, keeps me in the game.
• 27:48
  SPEAKER_00: Let me rephrase because this was very recent, like three weeks ago.
• 27:52
  SPEAKER_00: Keeps me in the game, it keeps me wanting to come back and provide more um creativity and my retention services, you know, like I have zero desire to look elsewhere because I feel very appreciated where I'm at.
• 28:12
  SPEAKER_00: So it all goes to say um it it matters, and the cultural part of your team is something to consider if there's something maybe you feel like you're not getting acknowledged as you want to be, you know, is that part of the culture?
• 28:33
  SPEAKER_00: And if it's not, can you make it part of the culture?
• 28:37
  SPEAKER_00: So it's uh one of it's just one of those things.
• 28:42
  SPEAKER_00: So um, as a project manager, there are different tips and tricks you can do to make sure you keep these uh shout-outs or keep your um celebration in line um in your line of vision to make sure it happens, make sure nothing's being missed.
• 29:04
  SPEAKER_00: Um for me, I keep a running log of lessons learned for and I start it like day one, and I it's literally a running log for every single project, and it's in a one note, so it's not anything special.
• 29:22
  SPEAKER_00: Uh, I put it into something special at the end of each project.
• 29:26
  SPEAKER_00: But while I'm going through the project, and let's say um a CEO or COO of another company comes and tells me that my BEA is doing absolutely amazing.
• 29:39
  SPEAKER_00: She's the best trainer they've ever seen.
• 29:42
  SPEAKER_00: Um, everything she says, they totally get, and she explains everything amazingly.
• 29:49
  SPEAKER_00: I write that down and I bring it back to my team and I bring it back to my boss specifically so that she knows that, you know, I've got we've got it going on, you know, we got it going on for the client.
• 30:02
  SPEAKER_00: And the client's really happy.
• 30:04
  SPEAKER_00: And it's a and to me, like that's a big deal, you know.
• 30:08
  SPEAKER_00: So that's one way, one little tip trick for project managers.
• 30:13
  SPEAKER_00: Another one, you could also just build it into your project plan um after every milestone or whatever, when you're writing out your project plans, put in a little star, like celebrate at this time.
• 30:26
  SPEAKER_00: You know, let's go out to lunch, let's make a LinkedIn post, let's do something.
• 30:31
  SPEAKER_00: It doesn't even have to cost anything, right?
• 30:34
  SPEAKER_00: Like it's free to acknowledge people, period.
• 30:39
  SPEAKER_00: It's free.
• 30:41
  SPEAKER_00: So when you are also um doing your celebration and you're working with your teammates, it's kind of important to ask what kind of recognition they value.
• 30:59
  SPEAKER_00: And I'll give you this example.
• 31:02
  SPEAKER_00: So on my data team, I have um a guy on my data team, and he is not one that likes to be acknowledged publicly, like it's not his thing.
• 31:15
  SPEAKER_00: It's more, it's actually uncomfortable for him.
• 31:18
  SPEAKER_00: It's not his thing at all.
• 31:21
  SPEAKER_00: And it it almost embarrasses him.
• 31:24
  SPEAKER_00: So I I know that, and we've talked about it, and he's and he's jokingly been like, yeah, you know, yeah, I'm glad I can help, but just stop talking.
• 31:36
  SPEAKER_00: So we know this, and um, there's actually a really cool end-of-year award that my company puts together, and it is for people like that.
• 31:49
  SPEAKER_00: And I think that is the most thoughtful thing to do.
• 31:54
  SPEAKER_00: So the person that nominates them, they they write out the description of why they really appreciate this person and why they think this person deserves this award, and then they post it as if it's like going to an anonymous person, right?
• 32:13
  SPEAKER_00: So the receiver, and when they announce who gets it, they don't put their name there.
• 32:20
  SPEAKER_00: They just read the description of what that person did.
• 32:25
  SPEAKER_00: And then the ones in the background, the ones that are putting on the entire deck or the show for um every everybody in the company, they reach out to that person individually.
• 32:38
  SPEAKER_00: So for example, they would reach out to my data guy and they'd be like, Hey, you received this award.
• 32:45
  SPEAKER_00: We really appreciate your work and your team values you so much.
• 32:49
  SPEAKER_00: This is what they have to say about you.
• 32:51
  SPEAKER_00: Just want to let you know when you see this come up on the end of your awards, this is about you.
• 32:59
  SPEAKER_00: And since we know that you don't like public attention, just want you to know that this is um you shining for us, and we appreciate that.
• 33:09
  SPEAKER_00: So I I really, really appreciate that about my team, my company, and I really feel like because of that, they truly do see the people that work there, all the people that work there, like the ones that want to be acknowledged and seen, and the ones that really just want to do a really good job and can't and don't want the public stage, you know?
• 33:42
  SPEAKER_00: So I think that's really, really cool.
• 33:46
  SPEAKER_00: And anyway, so back to how to give this out.
• 33:54
  SPEAKER_00: Um like I said, it's free.
• 33:58
  SPEAKER_00: So free to love on people and and not like physically.
• 34:04
  SPEAKER_00: Um I'm just saying like acknowledge them, see them for who they are, and it's just really uh important, I think, uh, for a culture and especially today, uh to acknowledge others for how they're showing up and understanding that it just because you're getting paid and you you applied for this job uh and uh you're expected to do XYZ, uh understanding that those people are doing XYZ and they also feel like they're doing A, B, C, D, E, F, G.
• 34:48
  SPEAKER_00: That that that means a lot.
• 34:50
  SPEAKER_00: Especially to those people that are doing A B C D E F G and XYZ, you know, but it's important to see them.
• 34:58
  SPEAKER_00: And it's free.
• 35:01
  SPEAKER_00: It can be free.
• 35:02
  SPEAKER_00: It can also be a gift card, it could also be a team lunch, it could also be just a LinkedIn post, but whatever.
• 35:09
  SPEAKER_00: Let me just tell you, Sam Walton, great quote.
• 35:14
  SPEAKER_00: Recognition is not a source of resource, you can't use it up or run out of it.
• 35:24
  SPEAKER_00: All right, so I'm gonna wrap this up.
• 35:28
  SPEAKER_00: And uh some of the key points just want to recap on what we talked about today was why celebration matters in projects, the types of rewards and recognition to give, how timing is everything, cultural and team considerations, and tips for project managers.
• 35:50
  SPEAKER_00: So, one more thing.
• 35:52
  SPEAKER_00: If you've made it this far, let me ask you, how do you share you and celebrate wins with your teams?
• 36:01
  SPEAKER_00: I would love to know.
• 36:03
  SPEAKER_00: So if you would go to subscribe to my email list, and when I send you an email, you can always press reply and go straight to my inbox and you can let me know how you celebrate your wins and what that looks like for you as project managers or just in general, or you can just straight up send me an email to info at fitsinyoga.com.
• 36:31
  SPEAKER_00: So that's fitsin just like the fitsin project, but it's not the fitsin project, it's info at fitsinyoga.com.
• 36:41
  SPEAKER_00: So, all right, folks, thank you so much.