A draft about a HR practice to spread positive rumors
Your boss comes. He says: "Hey, I heard from Bob that you did some awesome work on this project! He showed me the details, and I have to say... I'm impressed!"
How does that feel? Awesome right?
Over the years, I have noticed that an indirect compliment can be stronger than a direct one. When we hear people talking behind our back about us, but positively it feels very special!
That's why I have as a personal rule. I share the great work that my colleagues have done with my boss and colleagues.
It makes make people feel recognized. And it's a cultural fix for non-bragging countries like Switzerland. There it can help a team celebrate the excellent work of individuals without feeling weird.
It's even something you can turn into a process. For example, when I send my monthly report about what I'm working on to my manager, I have a section with this title:
People who deserve praises
In this section, I name the people I work with who do something great and explain what they do so well.
As a team, we should have a process to spread the positive "rumours" of the good work done by others.
A few notes
I was able to reduce this draft by 56% compared to the previous one
Thanks Danielle :) (we have nearly the same name ❤️)
If you have any other feedback about this principle would obviously love to read it :)
Deleted
Oct 29, 2022
In the US there’s a supervisory principle that says like Praise in public, criticize in private.
This sorta blends the 2, someone praises you in private and then that praise is reported in public.
Daniele Catalanotto
Oct 29, 2022
Thanks JJ for that additional inspiration :) That could even become an additional principle to develop ;)
I've even made a note about it in my notion database so that I'll review it later ;) Thanks again JJ.
Daniele Catalanotto
Oct 29, 2022
The third draft of this Service Design Principle
Your boss tells you: “Hey, I heard from Bob that you did some awesome work on this project! He showed me the details, and I have to say... I’m impressed!”
How does that feel? Awesome right?!
I have noticed over the years that an indirect compliment can be stronger than a direct one. When we hear people talking behind our backs, we are curious. When it’s positive, it feels incredible!
It’s a good cultural fix for non-bragging countries like Switzerland. It helps to make people feel recognized. And we can do it without feeling weird.
So let me ask you.
How can you create a culture of positive rumours in your organization (1)?
Footnotes
(1) For example, when I send my quarterly report to my manager, I have a section with the title: “People who deserve praises” In this section, I name the people I work with who do something great and explain what they do so well.
Daniele’s notes
This is the third draft of this principle.
I’ve reduced the length of this principle by 43 % compared to the previous draft.
