A Little Appreciation Goes a Long Way
By Margaret Echols
Companies desperately look for ways to make themselves more alluring
to employees. They provide perks like trips to exotic places or big
parties. But, the Gallup Organization found that the single most
important variable in employee productivity and loyalty isn't the
pay, or the perks, or the benefits. The most important thing is the
relationship between employees and their direct supervisors. "People
leave managers, not companies." Gallup's findings are documented in
the book 'First, Break All the Rules'. These findings confirm
something many of us have felt for years. Lack of motivation and
praise are worth quitting over.
What makes us feel appreciated? A party or trip might be nice, but
these are single events out of nearly 2,000 work hours a year. And, I
may not want to be recognized in some large group meeting with people
shouting and clapping. This would embarrass me. Yet, Joe might love
public displays of recognition for his good performance. The
appreciation has to fit the person, and should never be cookie cutter.
Effective appreciation occurs in little but meaningful acts of
acknowledgement that are important and personal to someone. How do
you show your appreciation to the people you work with? Is it
specific? Is it personalized? Is it frequent? Do you feel
appreciated? How often does your boss recognize or praise your
accomplishments and achievements?
Think about what you can you do to raise "appreciation awareness" in
your workplace. The cost is extremely low, and the benefits can be
immeasurable.
By Margaret Echols
Companies desperately look for ways to make themselves more alluring
to employees. They provide perks like trips to exotic places or big
parties. But, the Gallup Organization found that the single most
important variable in employee productivity and loyalty isn't the
pay, or the perks, or the benefits. The most important thing is the
relationship between employees and their direct supervisors. "People
leave managers, not companies." Gallup's findings are documented in
the book 'First, Break All the Rules'. These findings confirm
something many of us have felt for years. Lack of motivation and
praise are worth quitting over.
What makes us feel appreciated? A party or trip might be nice, but
these are single events out of nearly 2,000 work hours a year. And, I
may not want to be recognized in some large group meeting with people
shouting and clapping. This would embarrass me. Yet, Joe might love
public displays of recognition for his good performance. The
appreciation has to fit the person, and should never be cookie cutter.
Effective appreciation occurs in little but meaningful acts of
acknowledgement that are important and personal to someone. How do
you show your appreciation to the people you work with? Is it
specific? Is it personalized? Is it frequent? Do you feel
appreciated? How often does your boss recognize or praise your
accomplishments and achievements?
Think about what you can you do to raise "appreciation awareness" in
your workplace. The cost is extremely low, and the benefits can be
immeasurable.
