I want to work somewhere where I feel and know that I make a difference! How about you? Feeling appreciated, especially from the boss, can make a big difference for all of us.
Recognizing an employee’s worth is more than words in the HR handbook. We demonstrate appreciation for them and one another by what we do – what actions we take or leave undone.
Time on Our Hands to Reflect
The significant turnover of North American companies and organizations in the past two years mirrors the long hours at home with little to do but reflect. Employees took the opportunity to think about their work, workplace, and sense of significance and personal fulfillment in ways unknown before the pandemic. Unfortunately, rushing off to work every day on a treadmill with time leaves little room to ponder one’s path!
Many have discovered that they want to work somewhere where they feel they count for something.
People perform best when their efforts make a recognizable and positive contribution. I think we are all wired that way.
The Heavy Cost of Employee Turnover
Lately, several of our clients have experienced so much turnover that the HR team of professionals can do little more than keep up with the paperwork. So how do you work on strategic planning or larger goals when you continually hire and train new team members?
Consider the tangible costs like
- termination
- advertising
- recruiting
- selection
- onboarding
- and training.
But it doesn’t stop there. The intangible costs like the temporary loss of efficiency and severed relationships impact morale and customer relationships.
Many of the most talented and capable team members are the ones leaving. And when they do, we feel the impact of those costs even more.
We Do Better Business When Employees are Content
Satisfied workers are far less likely to think about greener pastures over “yonder.” Furthermore, higher employee satisfaction correlates with higher internal and external customer satisfaction.
So how do we effectively demonstrate the value we see in another?
How To Demonstrate Appreciation and Value
Employees enjoy appreciation from colleagues, but we tend to value genuine signs of appreciation from managers even more.
Have you read Paul E. White and Gary D. Chapman’s excellent resource called The 5 Languages of Appreciation in the Workplace? The authors remind us that each person is different in how they want to be appreciated.
Let’s take a moment to pause so you can ask yourself: What makes YOU feel appreciated?
Think of the times in your adult work-life where you felt valued, enthused about giving your best – looking forward to the workday and the projects at hand? If we were together in a classroom and wrote down 20 different answers, we would see an interesting pattern: we don’t all see appreciation in the same actions. (Just ask your spouse! )
Often managers and leaders think employees are looking for a “big splash” – lots of attention. But, in my experience working with thousands of participants over the years, that is not likely.
Sure, some people might enjoy having the boss make a speech and recognize them in front of the whole company. Another person might want or feel they need the Employee of the Month certificate and their photograph featured on the company website. Finally, public recognition may be something they can share with people important to them, like friends and family.
But many would prefer one-on-one attention, perhaps at a nearby cafe, where the leader takes the time to be with me and shares what they notice in particular about my performance (my attitude, speed, competency devotion, etc.).
It Takes a Relationship with People to Know What They Need
Our ability to know who would prefer what kind of actions comes from how well we know our employees and understand who they are. (This is one of the leadership traits most mentioned in the BEST BOSS exercise I often refer to.)
As an analogy, when you look at a car sitting still in the car park, it is impossible to tell whether it needs gasoline, diesel, or electricity to move it.
If we guess and pick what we think it needs, life can get expensive very quickly when we find out we guessed wrong.
Like cars, people don’t do as well as they could if we put in the wrong fuel.
What Language of Appreciation Best Suits Your Style?
While we want to do our best to communicate with others how we value them, it helps to understand what language of appreciation we are most apt to offer. We, too, have our preferred language, and most often, we will use the language with others that we are most receptive to ourselves.
To borrow from the Five Languages of Appreciation in the workplace linked above, let’s be clear on what they are:
- Acts of Service
- Quality Time
- Words of Affirmation
- Tangible Gifts
- and Appropriate Physical Touch
I enjoy sharing appreciation using words of affirmation, quality time, and acts of service.
Words of affirmation are simply that.
Words, spoken or written, demonstrate in the most specific way possible something that is appreciated. It can result from an accomplishment, positive behaviors or personality traits, or perhaps personal values they demonstrate.
Quality time is also simple.
Quality time is focused when we are present with someone, giving them our individual and undivided attention. Remember to include eye contact, a genuine focus, and awareness of body language. And although I know I say it often, I must add: affirm their feelings and never, never interrupt.
What are Acts of Service?
Acts of service have weight often beyond our imagination.
Quiz Yourself with this question: “In the last thirty days, how many times, as a manager (but you could ask yourself this at any level of an organization) have you offered support to someone who was obviously in need of assistance, but who didn’t ask you for help?”
The Difference Between Recognition and Appreciation
There is a considerable difference between recognition and appreciation.
A demonstration of recognition focuses primarily on performance or the achievement of specific goals, while a demonstration of appreciation focuses on the value of the individual.
Do You Feel Uncomfortable?
Does the thought of verbalizing your appreciation for people at work feel uncomfortable? I hear that quite often, and I understand. But, the impact you have on another person by the demonstration of appreciation may surprise you.
Of course, the key to this discipline is our consistency in witnessing the value in each person. We don’t reserve our attention for favorites or cliques; instead, we genuinely appreciate each person’s unique contribution to the whole.
Let’s create by our actions the kind of workplace where we would want to work!
