August 18, 2025 • 19 mins
In this solo episode, Jess and Claude explore why recognizing wins—big and small—matters more than most workplaces realize. From boosting team morale to strengthening social wellness, they reveal how celebrating achievements fuels productivity and helps create a thriving workplace culture.
Together, they share practical (and fun!) ways to recognize accomplishments, explain why authenticity is the secret to effective recognition, and show how celebrating even tiny wins can prevent burnout.
Because in the world of work besties, no one celebrates alone.
What You’ll Learn in This Episode:
- Why celebrating small wins has a big impact on team morale
- How social wellness and recognition are connected
- Simple ways to boost employee engagement through support
- Why authenticity builds trust in recognition
- How to create a culture of celebration that improves productivity and retention
Chapters:
- 00:00 The Importance of Celebrating Wins
- 03:24 Understanding Social Wellness
- 07:20 The Impact of Small Wins
- 10:48 Authenticity in Recognition
- 14:07 Practical Ways to Celebrate Wins
- 18:26 Creating a Supportive Team Culture
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Jess (00:00):
What if I told you that celebrating your co-worker's
tiny wins, like sending a hardemail or actually taking a lunch
break, might be the thing thatkeeps them from burning out?
Claude (00:10):
Or that cheering for yourself could be the boost your
team didn't even know it needed.
Jess (00:15):
Gallup actually found that if you have a best friend at
work, you're seven times morelikely to be engaged, and if
that's not a reason to celebrate.
Claude (00:24):
I don't know what it is.
Jess (00:25):
Listen, or watch on YouTube.
We're talking about whycelebrating wins is more than
just making you feel good.
Claude (00:32):
Hi, I'm Claude and I'm Jess.
We are corporate employees byday, entrepreneurs by night and
work besties for life.
Jess (00:40):
Join us as we explore how work besties lift each other up,
laugh through the chaos andthrive together in every
industry.
Work Besties Welcome back toWork Besties your podcast.
Claude (00:54):
The place where celebrating a win is a daily
ritual, even if it's justremembering to unmute a team
meeting.
Jess (01:02):
Today we're talking social wellness and the power of
celebrating each other's wins.
Claude (01:07):
Not just big milestone right, but the tiny things that
usually go unnoticed but totallymatter.
Jess (01:13):
Which I have a real life example.
I don't even know if I told youthis one Just this past week.
I was in a team meeting where Iwas co-presenting with a couple
of people, and you know my roleis I usually fill in and help
kind of kick off the landscapeof what's going on.
And we had done the deck solong ago that we got to a slide
(01:34):
and I completely blanked you did, I just forgot that I even
created the slide, let alone.
That's surprising, I know, butwithout a beat the person that
was hosting the meeting couldsee the like headlights, look on
my face and instantly jumped inand he took over, presented the
(01:54):
slide, did it beautifully andas he was saying it I was like,
oh yeah, that's the stuff Icommented on before.
So I was able to jump back inagain and it got me back into
the thing.
So while it wasn't like a hugecolossal thing, he did, it was
like so helpful and such anappreciated thing.
So you told him oh yeah, soyou're celebrating, so I
literally afterwards I thank you, and then, a couple days later,
(02:17):
I went back to him and said Ican't tell you how much I
appreciate that.
It really felt like a teameffort from that.
Claude (02:22):
That's cool, yeah, so beside that, maybe we should
take a step back and discusssocial wellness, right?
Why does it really?
Jess (02:32):
matter, right, yeah, because the title of this, as
well as what we'll focus on alittle bit, is really an element
of social wellness, notnecessarily the whole thing,
yeah, right.
So when you think about socialwellness, it's really more about
being connected, feeling seen,supported and really like a part
of something.
So in my example, I did reallyfeel like because he jumped in,
(02:55):
he felt I was a part of his teamand he just helped instantly.
Claude (02:58):
Yeah, and what I love about that also like those you
know social wellness about thatalso, like those you know social
wellness, like celebrating big,uh, small, you know small
things it really has a realbusiness impact on it as well,
because, for example even thoughthat's usually your thing, you
know about insights that gallupfound teams with high engagement
(03:20):
for example, the, the teamsthat share each other up and wow
everything is great are up to23% more profitable and 70%
better in terms of well-being.
Jess (03:34):
I think that's fantastic, don't you think?
Claude (03:36):
Yeah, because at the end of the day, you're being seen,
right.
You're not like just a number,right?
So you want to do more.
That's human.
Jess (03:45):
So I think the way I would describe it is the celebrating
wins isn't meant as fluff.
It's really meant as food foryour soul or for your morale to
help with the performance.
Claude (03:56):
And what I like.
Also, celebrating wins is theonly way to showcase social
wellness.
Right, exactly so.
For example, everyone remembersto shut out promotions, big
deals, big wins, everything youknow in the break room, like the
big drinks or whatever, or evenafter work I hope the drinks
(04:20):
are after work.
Depends, okay, depends which,which industry you work in
Industry, because I did work inspirit, you're right, and we had
a bar at work.
Anyway, besides this, which wasnot so much social wellness
between you and I, what aboutthe email you know you were
(04:40):
scared to send and finally didit.
So you're like, happy You'remaking yourself, you can also
hype yourself, hype yourself up.
Jess (04:47):
Yeah, yeah.
I think another one that wetalk about or at least I talk
about, at least amongst my teamis when somebody finally
recognizes they need help with aproject.
Claude (04:59):
Yeah.
Jess (04:59):
So they come and ask for it or they find a way to solve
it without suffering, and that'stechnically a huge win in
disguise, is it?
Yeah, because if you thinkabout it, why make them take
longer and feel the pain andsuffer versus just recognizing I
need help?
Claude (05:18):
Yeah, that's a win and people shouldn't suffer at work.
Yeah, that's actually beingresourceful.
Jess (05:26):
Resourceful, but also it's not always something people
think is readily available tothem, and it is yeah.
Claude (05:33):
Yeah, but going back again with the stats, I'm
putting my Jess hat right now.
Jess (05:38):
I feel so cool.
I should get you a Jess hat.
Where is my pretty lipstick?
Just the facts.
Claude (05:43):
I know.
Anyway because, according toHarvard, celebrating small wins
actually builds momentum and itputs confidence, motivation,
like I said before, which at theend helps you know people to
keep going so like our episodetitle is, the little stuff adds
up it's not just the big wins,it's the small wins and it
(06:05):
really helps team morale.
Jess (06:07):
It helps build self-belief and the best part about it is
when your work bestie notices.
It somehow feels morecomfortable and lands harder
when you say something or whenone of my people that are
closest to me say something.
Claude (06:23):
Right.
Jess (06:23):
So I'll have to be honest.
I know over the couple pastcouple of weeks there's been
times when I feel I'm not at mybest and you've come to me and
said things like you've got this, you'll figure it out, it's OK,
like you've got this you'llfigure it out.
Claude (06:39):
It's okay.
Likewise, it's the same, it'sthe the same way and you see
that it's being authentic, right, you know?
Jess (06:46):
and it's not about like you said before, it's not fluff,
no it's being authentic and sayyou, yeah, you got it, and so
it's kind of more of the behindthe scenes appreciation,
celebrating who we are asindividuals.
It might not be the, it's likethe pre-win yeah, you're
celebrating before the win, butit really it does.
It really means something, yeah.
(07:07):
And now I'm going to throw astat at you because I can't have
you steal all the stats.
I'm just today You're just soI'm going to take my hat back
for a little bit and that sameGallup survey that you were
quoting, that you've actuallydone some amazing posts on our
Instagram with, found thatemployees with a best friend
(07:29):
network are seven times morelikely to be engaged.
So there's facts to back upwhat we're trying to help
encourage and support throughoutour WorkFesty community and
throughout all the companies outthere.
It's not just about being cute.
It's not just about thecamaraderie although that does
help a lot.
Claude (07:49):
It's about changing a culture and ensuring that all
companies are supportive of this, because it benefits us all
yeah, and it doesn't have to bebig, it has to be genuine, right
, like I know, for example, forsome people in the team or
whatever.
If they do something, even ifit's like small, I do it because
(08:10):
we appreciate it.
So if we appreciate, we have tolet them know hey, great job,
thank you, you, that was awesome.
Or even if you're in a meeting,for example, don't take the
wins to yourself.
Make sure, oh, yes, so and sodid that.
And I think that makes you knowa big difference.
So, again, doesn't have to belike more dramatic, it can be a
(08:35):
little tim's emoji, you know.
Or a post-it, percy, do youknow what a post-it is?
Does everyone know what a?
Jess (08:44):
post-it is.
I'm laughing because obviously,if you are in the know, you
know, you know the movie Romyand Michelle.
They make the comment that theycreated the post-its and we, as
a joke, because we used to workon the same team, we used to
co-present every month and Ibelieve our we did.
Our most infamous lead-in forthat deck was when we had the
(09:08):
romeo and michelle and I thinkit said above it like we created
the post I know so, yeah.
Claude (09:13):
So we had to make it more context, right.
Yeah, we were doing a monthlymeeting, right, and in the
agenda we always put some famousduo.
So yes, we have them.
We have also.
Jess (09:30):
Thelma and.
Claude (09:31):
Louise, we had also the.
Ab Fab girls.
Those were the best.
Jess (09:36):
I mean anything to make us laugh and to bring brevity to
sometimes serious and socialwellness, social wellness.
All right, sorry we're kind ofdeviating from the point of this
episode, but I know To bring usback.
The real point about this washow what you described really
does create safety amongst teamsand it does make people show up
(10:00):
more fully.
I think the one thing we justwant to caution, because you
you've talked about this when wewere designing the context of
this um podcast was not to overcompliment oh, yeah, right, yeah
, there is a balance.
Claude (10:14):
Oh, totally.
For example, who did not getsomeone that you know for the
smallest, the, the smallestlittle thing?
Oh, thank you for yourleadership, even if it was, I
don't know, pushing a chairsomewhere, I think the way this
got genuine.
Jess (10:31):
genuine and you want to ensure that there's meaning
behind it, even if it's a smallthing, because otherwise at the
end people won't believe it.
Claude (10:42):
Yeah, they won't.
And they will agree or whatever,yeah.
So there's, that balance.
Jess (10:46):
So we do want to recognize that, but we also do want to
recognize that celebrating winsis wellness, as we said, and it
does help.
And some managers are better atthat than others.
Yeah, totally.
So.
If someone is noticing you,that's when self-recognition
(11:07):
becomes more essential.
So I think you want to reallyinstitute, as a manager, or even
as a peer right I think you cando it amongst peers too to
ensure you're showcasing thewins.
Claude (11:20):
But again, the balance of truly being authentic about
it, and even for yourself, right, you can do those little
celebrations like HarvardStudies days.
She stole my hat.
You're back with my hat.
Jess (11:32):
I have to say I read Harvard Now.
You're third in Harvard.
She stole my hat.
You're back with my hat.
Claude (11:35):
I have to say, I read Harvard.
Jess (11:35):
Now you're third in Harvard.
I read Harvard Journal.
I just did Gallup.
Claude (11:40):
You know, yeah, sorry, sorry, but that's okay, small
wins Small wins.
Jess (11:47):
You did Thanks.
Claude (11:51):
See what you did there, but you know even about yourself
.
It goes back to thoseaffirmations in a way right, oh,
you're good.
For example, sometimes I gocrazy about a project and I did
it and I don't know why.
Sometimes I'm like oh my God,I'm so good.
(12:12):
Meanwhile, you all know I havethis imposter complex, but I
will say that because I'm proudof myself and I think that it's
important for everybody also tosay, comfort themselves that
what they did was good, withoutbeing like, yeah, conceited.
Jess (12:30):
So you exuding that in front of your team is giving
them confidence to feel goodabout themselves too, which I
think is amazing.
That's awesome.
I don't do that, I should.
Claude (12:40):
Well, I don't go around and say, oh, I'm so good all the
time.
Jess (12:43):
No, I didn't say that, I'm saying just you saying it at
all.
Claude (12:46):
Yeah, yeah yeah.
In front of them.
Yeah, and they laugh.
Jess (12:52):
So go ahead and say I did that, I did a great job, because
if you did, it helps others seethat they should be able to say
it themselves.
Claude (12:59):
I almost do it as a joke , right.
I'm like I'm finished and I'mlike, oh my God, I'm so good.
Right, but I still think it'sfunny, yeah, yeah, all right, so
should we discuss some, youknow, idea of what the
work-based community can use?
Jess (13:18):
Sure.
So why don't we come up withsome like quick one?
Yeah, I don't know about peoplewho are still in the office,
but this is something you coulddo physically in an office, or
you could create like a digitalpage on this.
Back in the day I remember wehad a had a wall like where
people could pin a ball, wherepeople could do like when the
weekly wins.
That's awesome and you could doit for anyone, yeah you could do
(13:41):
it for anyone, but you couldstill create um, we get those
all the time too, when likesomebody's leaving about the
digital boards.
You could create one for yourteam on that and people just
post as you go yeah, um, the winthe week, and it can come from
anyone, it could be anonymous,it could be from someone
specific.
You can put one out foryourself, it's like sure, if
nobody does it for you.
Well, I mean, and again thepoint of it is, sometimes people
(14:04):
do amazing stuff that getsbehind the scenes, so it's good
to do that another one, one ofthe things that I do actually I
think I said it to do a littlewin.
Claude (14:16):
I send an email and CC the boss.
Jess (14:18):
That's a good one.
There's also the peer shoutouts at team meetings, so you
could do that in your meeting oryour meetings with my boss.
We could do it in front of them.
You could do a work bestie ofthe week that's right when the
two people that work onsomething together that got it
done.
It doesn't even have to bewithin your department.
It could be cross departmentsto help bring collaboration and
(14:42):
exposure to some of the otherthings that other teams are
doing.
You could, as you said, do kindof more of a private hype,
which it could be a text, itcould be a team's Slack message
or it could be an email and thatusually does mean it's with you
and that individual who did itright, or even their, your boss
or their boss or whatever.
(15:02):
You also could do kind of likea silly Dunder Mifflin approach
where you create an awardceremony.
That's funny.
You could do it quarterly.
Claude (15:11):
I could calendar we said semi semi-annual.
Yeah, ann, you could do itquarterly, I could calendar
wizard, semi-annually yeah,annually.
Jess (15:15):
And email, ninja, I think those were some things that you
had as words of the week.
Claude (15:19):
Oh, yeah, yeah, I did Email, ninja, I did.
You had the email, ninja, Ididn't do calendar wizard, it's
going to be next week.
There you go, there we go.
Don't need to, you know, thinktoo much on that one.
Jess (15:35):
And then much on that one um, and then you also could do.
I know in my team when meetingsI always try and either kick
off or end with is thereanything you guys want to share,
any successes, any things thatyou did?
Um, you can make it a littlebit more formal and talk about
what went well and create ahabit of kicking off with that.
Claude (15:47):
So it sets the tone of more of a positive and
collaborative environment tooone thing I do, but it's not
really like the win, but alittle bit because it's time
someone does, because a lot oftime, right people, there's a
lot of wins and we don't realize.
Each time when one of my teamssay, does a win, I'm like don't
(16:08):
forget to put on your one, notfor your end of year review,
sure yeah, although I think youwant to put the bigger ones on
but I get what you meanby the sentiment of it.
You know there's small, yeah,but I mean too small.
Jess (16:23):
I'm not going to right, but you know the point of this
and to bring it all back is thesocial wellness element of it
isn't shouldn't be just the big,big wins, because everybody
should be.
It could be those little, tinythings Like we talked about,
like an email that was you weredreading to send, or a
presentation that you werestruggling on, and we as
managers see it.
(16:43):
You don't want to intervene,you want them to figure it out
on their own and they quicklyrecognize I need help and come
to you.
Those aren't huge, huge wins,they're small wins, but there
are definitely things that whenyou recognize and you comment to
them like you did a great jobwith that, it sends that signal
that says I see you, I see whatyou're doing, you matter, which
is so important.
Claude (17:04):
It is important and especially, we don't wait for
permission to celebrate right.
It's all about creating a teamculture that lifts everybody up
because we are with each otherlike more than with your
significant others.
So you know, it has to be fun,it has to be.
(17:25):
Yes, you have to work, but youhave to to.
I mean, you're going to it'skind of silly what I'm going to
say but love each other, like ortolerate.
Who do you love?
Who do you love or tolerate?
Who do you love who do you loveor tolerate?
By being positive and liftingeach other?
Love is hard enough that youdon't want to add to it.
Jess (17:44):
Right, right, it boosts morale and it does help, as you
commented about, withproductivity I don't think you
commented on this one, but italso helps with retention, so
keeping people at your company.
And that is something you didnot quote from gallop, but I
will.
Gallop did comment that um thatit does lift sales productivity
(18:04):
by that 18 percent, which makeseverybody happy.
Yeah right.
Claude (18:08):
So bonus people, hey.
Um, so go celebrate someone oryourself or any you know really
appreciate people and becausethey've earned it and you earned
it yeah, for sure.
Jess (18:27):
So if this episode gave you something to smile about,
share it with your work, bestie,then text them the win that
you're proud of them for or,better yet, share with us their
win and tag them.
Claude (18:39):
I like that, yes.
Jess (18:41):
Do that, and if you haven't yet followed us on
Instagram and on YouTube, pleasesubscribe on YouTube.
Claude (18:46):
Subscribe on.
Jess (18:47):
YouTube.
Please come over.
We're cheering for your winstoo.
Claude (18:53):
Around here, we believe no one celebrates alone.
Right With that we see, you,hear you and support you and
support you.
Jess (19:03):
Bye, see you next week.
Remember, whether you'reswapping snacks in the break
room, rescuing each other fromendless meetings, or just
sending that perfectly timedmeme.
Having a work bestie is likehaving your own personal hype
squad.
Claude (19:17):
So keep lifting each other, laughing through the
chaos and, of course, thriving.
Until next time, stay positive,stay productive and don't
forget to keep supporting eachother.
Work besties.
What if I told you that celebrating your co-worker's
tiny wins, like sending a hardemail or actually taking a lunch
break, might be the thing thatkeeps them from burning out?
Claude (00:10):
Or that cheering for yourself could be the boost your
team didn't even know it needed.
Jess (00:15):
Gallup actually found that if you have a best friend at
work, you're seven times morelikely to be engaged, and if
that's not a reason to celebrate.
Claude (00:24):
I don't know what it is.
Jess (00:25):
Listen, or watch on YouTube.
We're talking about whycelebrating wins is more than
just making you feel good.
Claude (00:32):
Hi, I'm Claude and I'm Jess.
We are corporate employees byday, entrepreneurs by night and
work besties for life.
Jess (00:40):
Join us as we explore how work besties lift each other up,
laugh through the chaos andthrive together in every
industry.
Work Besties Welcome back toWork Besties your podcast.
Claude (00:54):
The place where celebrating a win is a daily
ritual, even if it's justremembering to unmute a team
meeting.
Jess (01:02):
Today we're talking social wellness and the power of
celebrating each other's wins.
Claude (01:07):
Not just big milestone right, but the tiny things that
usually go unnoticed but totallymatter.
Jess (01:13):
Which I have a real life example.
I don't even know if I told youthis one Just this past week.
I was in a team meeting where Iwas co-presenting with a couple
of people, and you know my roleis I usually fill in and help
kind of kick off the landscapeof what's going on.
And we had done the deck solong ago that we got to a slide
(01:34):
and I completely blanked you did, I just forgot that I even
created the slide, let alone.
That's surprising, I know, butwithout a beat the person that
was hosting the meeting couldsee the like headlights, look on
my face and instantly jumped inand he took over, presented the
(01:54):
slide, did it beautifully andas he was saying it I was like,
oh yeah, that's the stuff Icommented on before.
So I was able to jump back inagain and it got me back into
the thing.
So while it wasn't like a hugecolossal thing, he did, it was
like so helpful and such anappreciated thing.
So you told him oh yeah, soyou're celebrating, so I
literally afterwards I thank you, and then, a couple days later,
(02:17):
I went back to him and said Ican't tell you how much I
appreciate that.
It really felt like a teameffort from that.
Claude (02:22):
That's cool, yeah, so beside that, maybe we should
take a step back and discusssocial wellness, right?
Why does it really?
Jess (02:32):
matter, right, yeah, because the title of this, as
well as what we'll focus on alittle bit, is really an element
of social wellness, notnecessarily the whole thing,
yeah, right.
So when you think about socialwellness, it's really more about
being connected, feeling seen,supported and really like a part
of something.
So in my example, I did reallyfeel like because he jumped in,
(02:55):
he felt I was a part of his teamand he just helped instantly.
Claude (02:58):
Yeah, and what I love about that also like those you
know social wellness about thatalso, like those you know social
wellness, like celebrating big,uh, small, you know small
things it really has a realbusiness impact on it as well,
because, for example even thoughthat's usually your thing, you
know about insights that gallupfound teams with high engagement
(03:20):
for example, the, the teamsthat share each other up and wow
everything is great are up to23% more profitable and 70%
better in terms of well-being.
Jess (03:34):
I think that's fantastic, don't you think?
Claude (03:36):
Yeah, because at the end of the day, you're being seen,
right.
You're not like just a number,right?
So you want to do more.
That's human.
Jess (03:45):
So I think the way I would describe it is the celebrating
wins isn't meant as fluff.
It's really meant as food foryour soul or for your morale to
help with the performance.
Claude (03:56):
And what I like.
Also, celebrating wins is theonly way to showcase social
wellness.
Right, exactly so.
For example, everyone remembersto shut out promotions, big
deals, big wins, everything youknow in the break room, like the
big drinks or whatever, or evenafter work I hope the drinks
(04:20):
are after work.
Depends, okay, depends which,which industry you work in
Industry, because I did work inspirit, you're right, and we had
a bar at work.
Anyway, besides this, which wasnot so much social wellness
between you and I, what aboutthe email you know you were
(04:40):
scared to send and finally didit.
So you're like, happy You'remaking yourself, you can also
hype yourself, hype yourself up.
Jess (04:47):
Yeah, yeah.
I think another one that wetalk about or at least I talk
about, at least amongst my teamis when somebody finally
recognizes they need help with aproject.
Claude (04:59):
Yeah.
Jess (04:59):
So they come and ask for it or they find a way to solve
it without suffering, and that'stechnically a huge win in
disguise, is it?
Yeah, because if you thinkabout it, why make them take
longer and feel the pain andsuffer versus just recognizing I
need help?
Claude (05:18):
Yeah, that's a win and people shouldn't suffer at work.
Yeah, that's actually beingresourceful.
Jess (05:26):
Resourceful, but also it's not always something people
think is readily available tothem, and it is yeah.
Claude (05:33):
Yeah, but going back again with the stats, I'm
putting my Jess hat right now.
Jess (05:38):
I feel so cool.
I should get you a Jess hat.
Where is my pretty lipstick?
Just the facts.
Claude (05:43):
I know.
Anyway because, according toHarvard, celebrating small wins
actually builds momentum and itputs confidence, motivation,
like I said before, which at theend helps you know people to
keep going so like our episodetitle is, the little stuff adds
up it's not just the big wins,it's the small wins and it
(06:05):
really helps team morale.
Jess (06:07):
It helps build self-belief and the best part about it is
when your work bestie notices.
It somehow feels morecomfortable and lands harder
when you say something or whenone of my people that are
closest to me say something.
Claude (06:23):
Right.
Jess (06:23):
So I'll have to be honest.
I know over the couple pastcouple of weeks there's been
times when I feel I'm not at mybest and you've come to me and
said things like you've got this, you'll figure it out, it's OK,
like you've got this you'llfigure it out.
Claude (06:39):
It's okay.
Likewise, it's the same, it'sthe the same way and you see
that it's being authentic, right, you know?
Jess (06:46):
and it's not about like you said before, it's not fluff,
no it's being authentic and sayyou, yeah, you got it, and so
it's kind of more of the behindthe scenes appreciation,
celebrating who we are asindividuals.
It might not be the, it's likethe pre-win yeah, you're
celebrating before the win, butit really it does.
It really means something, yeah.
(07:07):
And now I'm going to throw astat at you because I can't have
you steal all the stats.
I'm just today You're just soI'm going to take my hat back
for a little bit and that sameGallup survey that you were
quoting, that you've actuallydone some amazing posts on our
Instagram with, found thatemployees with a best friend
(07:29):
network are seven times morelikely to be engaged.
So there's facts to back upwhat we're trying to help
encourage and support throughoutour WorkFesty community and
throughout all the companies outthere.
It's not just about being cute.
It's not just about thecamaraderie although that does
help a lot.
Claude (07:49):
It's about changing a culture and ensuring that all
companies are supportive of this, because it benefits us all
yeah, and it doesn't have to bebig, it has to be genuine, right
, like I know, for example, forsome people in the team or
whatever.
If they do something, even ifit's like small, I do it because
(08:10):
we appreciate it.
So if we appreciate, we have tolet them know hey, great job,
thank you, you, that was awesome.
Or even if you're in a meeting,for example, don't take the
wins to yourself.
Make sure, oh, yes, so and sodid that.
And I think that makes you knowa big difference.
So, again, doesn't have to belike more dramatic, it can be a
(08:35):
little tim's emoji, you know.
Or a post-it, percy, do youknow what a post-it is?
Does everyone know what a?
Jess (08:44):
post-it is.
I'm laughing because obviously,if you are in the know, you
know, you know the movie Romyand Michelle.
They make the comment that theycreated the post-its and we, as
a joke, because we used to workon the same team, we used to
co-present every month and Ibelieve our we did.
Our most infamous lead-in forthat deck was when we had the
(09:08):
romeo and michelle and I thinkit said above it like we created
the post I know so, yeah.
Claude (09:13):
So we had to make it more context, right.
Yeah, we were doing a monthlymeeting, right, and in the
agenda we always put some famousduo.
So yes, we have them.
We have also.
Jess (09:30):
Thelma and.
Claude (09:31):
Louise, we had also the.
Ab Fab girls.
Those were the best.
Jess (09:36):
I mean anything to make us laugh and to bring brevity to
sometimes serious and socialwellness, social wellness.
All right, sorry we're kind ofdeviating from the point of this
episode, but I know To bring usback.
The real point about this washow what you described really
does create safety amongst teamsand it does make people show up
(10:00):
more fully.
I think the one thing we justwant to caution, because you
you've talked about this when wewere designing the context of
this um podcast was not to overcompliment oh, yeah, right, yeah
, there is a balance.
Claude (10:14):
Oh, totally.
For example, who did not getsomeone that you know for the
smallest, the, the smallestlittle thing?
Oh, thank you for yourleadership, even if it was, I
don't know, pushing a chairsomewhere, I think the way this
got genuine.
Jess (10:31):
genuine and you want to ensure that there's meaning
behind it, even if it's a smallthing, because otherwise at the
end people won't believe it.
Claude (10:42):
Yeah, they won't.
And they will agree or whatever,yeah.
So there's, that balance.
Jess (10:46):
So we do want to recognize that, but we also do want to
recognize that celebrating winsis wellness, as we said, and it
does help.
And some managers are better atthat than others.
Yeah, totally.
So.
If someone is noticing you,that's when self-recognition
(11:07):
becomes more essential.
So I think you want to reallyinstitute, as a manager, or even
as a peer right I think you cando it amongst peers too to
ensure you're showcasing thewins.
Claude (11:20):
But again, the balance of truly being authentic about
it, and even for yourself, right, you can do those little
celebrations like HarvardStudies days.
She stole my hat.
You're back with my hat.
Jess (11:32):
I have to say I read Harvard Now.
You're third in Harvard.
She stole my hat.
You're back with my hat.
Claude (11:35):
I have to say, I read Harvard.
Jess (11:35):
Now you're third in Harvard.
I read Harvard Journal.
I just did Gallup.
Claude (11:40):
You know, yeah, sorry, sorry, but that's okay, small
wins Small wins.
Jess (11:47):
You did Thanks.
Claude (11:51):
See what you did there, but you know even about yourself
.
It goes back to thoseaffirmations in a way right, oh,
you're good.
For example, sometimes I gocrazy about a project and I did
it and I don't know why.
Sometimes I'm like oh my God,I'm so good.
(12:12):
Meanwhile, you all know I havethis imposter complex, but I
will say that because I'm proudof myself and I think that it's
important for everybody also tosay, comfort themselves that
what they did was good, withoutbeing like, yeah, conceited.
Jess (12:30):
So you exuding that in front of your team is giving
them confidence to feel goodabout themselves too, which I
think is amazing.
That's awesome.
I don't do that, I should.
Claude (12:40):
Well, I don't go around and say, oh, I'm so good all the
time.
Jess (12:43):
No, I didn't say that, I'm saying just you saying it at
all.
Claude (12:46):
Yeah, yeah yeah.
In front of them.
Yeah, and they laugh.
Jess (12:52):
So go ahead and say I did that, I did a great job, because
if you did, it helps others seethat they should be able to say
it themselves.
Claude (12:59):
I almost do it as a joke , right.
I'm like I'm finished and I'mlike, oh my God, I'm so good.
Right, but I still think it'sfunny, yeah, yeah, all right, so
should we discuss some, youknow, idea of what the
work-based community can use?
Jess (13:18):
Sure.
So why don't we come up withsome like quick one?
Yeah, I don't know about peoplewho are still in the office,
but this is something you coulddo physically in an office, or
you could create like a digitalpage on this.
Back in the day I remember wehad a had a wall like where
people could pin a ball, wherepeople could do like when the
weekly wins.
That's awesome and you could doit for anyone, yeah you could do
(13:41):
it for anyone, but you couldstill create um, we get those
all the time too, when likesomebody's leaving about the
digital boards.
You could create one for yourteam on that and people just
post as you go yeah, um, the winthe week, and it can come from
anyone, it could be anonymous,it could be from someone
specific.
You can put one out foryourself, it's like sure, if
nobody does it for you.
Well, I mean, and again thepoint of it is, sometimes people
(14:04):
do amazing stuff that getsbehind the scenes, so it's good
to do that another one, one ofthe things that I do actually I
think I said it to do a littlewin.
Claude (14:16):
I send an email and CC the boss.
Jess (14:18):
That's a good one.
There's also the peer shoutouts at team meetings, so you
could do that in your meeting oryour meetings with my boss.
We could do it in front of them.
You could do a work bestie ofthe week that's right when the
two people that work onsomething together that got it
done.
It doesn't even have to bewithin your department.
It could be cross departmentsto help bring collaboration and
(14:42):
exposure to some of the otherthings that other teams are
doing.
You could, as you said, do kindof more of a private hype,
which it could be a text, itcould be a team's Slack message
or it could be an email and thatusually does mean it's with you
and that individual who did itright, or even their, your boss
or their boss or whatever.
(15:02):
You also could do kind of likea silly Dunder Mifflin approach
where you create an awardceremony.
That's funny.
You could do it quarterly.
Claude (15:11):
I could calendar we said semi semi-annual.
Yeah, ann, you could do itquarterly, I could calendar
wizard, semi-annually yeah,annually.
Jess (15:15):
And email, ninja, I think those were some things that you
had as words of the week.
Claude (15:19):
Oh, yeah, yeah, I did Email, ninja, I did.
You had the email, ninja, Ididn't do calendar wizard, it's
going to be next week.
There you go, there we go.
Don't need to, you know, thinktoo much on that one.
Jess (15:35):
And then much on that one um, and then you also could do.
I know in my team when meetingsI always try and either kick
off or end with is thereanything you guys want to share,
any successes, any things thatyou did?
Um, you can make it a littlebit more formal and talk about
what went well and create ahabit of kicking off with that.
Claude (15:47):
So it sets the tone of more of a positive and
collaborative environment tooone thing I do, but it's not
really like the win, but alittle bit because it's time
someone does, because a lot oftime, right people, there's a
lot of wins and we don't realize.
Each time when one of my teamssay, does a win, I'm like don't
(16:08):
forget to put on your one, notfor your end of year review,
sure yeah, although I think youwant to put the bigger ones on
but I get what you meanby the sentiment of it.
You know there's small, yeah,but I mean too small.
Jess (16:23):
I'm not going to right, but you know the point of this
and to bring it all back is thesocial wellness element of it
isn't shouldn't be just the big,big wins, because everybody
should be.
It could be those little, tinythings Like we talked about,
like an email that was you weredreading to send, or a
presentation that you werestruggling on, and we as
managers see it.
(16:43):
You don't want to intervene,you want them to figure it out
on their own and they quicklyrecognize I need help and come
to you.
Those aren't huge, huge wins,they're small wins, but there
are definitely things that whenyou recognize and you comment to
them like you did a great jobwith that, it sends that signal
that says I see you, I see whatyou're doing, you matter, which
is so important.
Claude (17:04):
It is important and especially, we don't wait for
permission to celebrate right.
It's all about creating a teamculture that lifts everybody up
because we are with each otherlike more than with your
significant others.
So you know, it has to be fun,it has to be.
(17:25):
Yes, you have to work, but youhave to to.
I mean, you're going to it'skind of silly what I'm going to
say but love each other, like ortolerate.
Who do you love?
Who do you love or tolerate?
Who do you love who do you loveor tolerate?
By being positive and liftingeach other?
Love is hard enough that youdon't want to add to it.
Jess (17:44):
Right, right, it boosts morale and it does help, as you
commented about, withproductivity I don't think you
commented on this one, but italso helps with retention, so
keeping people at your company.
And that is something you didnot quote from gallop, but I
will.
Gallop did comment that um thatit does lift sales productivity
(18:04):
by that 18 percent, which makeseverybody happy.
Yeah right.
Claude (18:08):
So bonus people, hey.
Um, so go celebrate someone oryourself or any you know really
appreciate people and becausethey've earned it and you earned
it yeah, for sure.
Jess (18:27):
So if this episode gave you something to smile about,
share it with your work, bestie,then text them the win that
you're proud of them for or,better yet, share with us their
win and tag them.
Claude (18:39):
I like that, yes.
Jess (18:41):
Do that, and if you haven't yet followed us on
Instagram and on YouTube, pleasesubscribe on YouTube.
Claude (18:46):
Subscribe on.
Jess (18:47):
YouTube.
Please come over.
We're cheering for your winstoo.
Claude (18:53):
Around here, we believe no one celebrates alone.
Right With that we see, you,hear you and support you and
support you.
Jess (19:03):
Bye, see you next week.
Remember, whether you'reswapping snacks in the break
room, rescuing each other fromendless meetings, or just
sending that perfectly timedmeme.
Having a work bestie is likehaving your own personal hype
squad.
Claude (19:17):
So keep lifting each other, laughing through the
chaos and, of course, thriving.
Until next time, stay positive,stay productive and don't
forget to keep supporting eachother.
Work besties.
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