Do you feel over appreciated? Do your co-workers feel over appreciated?
No one ever left a job where they felt over appreciated. In fact, according to research conducted by Office Team in 2017, 66% of employees say they would likely leave their job if they didn’t feel appreciated.
There is no doubt that we are living in challenging times. Despite the challenges, many companies have turned a problem into an opportunity during the COVID-crisis. The result is that they are doing far batter than before the pandemic.
Why is that?
Great leadership? Great marketing? Fantastic salespeople? Helpful delivery drivers? Tenacious accountants?
All of them! Never underestimate the power of a loyal and motivated workforce and certainly never, ever take them for granted.
Imagine my surprise when I was talking to a friend this week who said that their business had nearly doubled versus the previous year. They explained that all staff had worked extremely hard and been into work, despite the risks to their health. They had brought new ideas and ways of servicing the customer, implementing them so that they could be COVIDSafe.
“Great news, how motivating for you all. What did your boss say?” I asked.
“Nothing.” was the reply.
What? No, thank you? No, I appreciate all the hard work that you have put in over the last few months? No small token of appreciation, such as a lunch? Nothing, Nada, Nichts, Zilch.
Wow I thought, that’s harsh.
Upon reflection, I decided that it could be that said boss doesn’t know how to show their appreciation. Maybe it’s something that they have never experienced themselves throughout their career. Similarly, it could be that they have never learned how to recognise others.
So how do we show recognition to others for a job well done?
Of course, some rewards cost money such as a team lunch, a bonus payment or a gift card and often depend on company policy. If these are an option, I highly recommend it as it brings people together (albeit at a safe distance these days) However, the gift of verbal recognition is free and will pay dividends well into the future.
1 – Make it personal – show that you appreciate them.
2 – It must be authentic – You need to mean it.
3 – Be specific – What did they do and what difference did they make?
4 – Give it in a timely manner – Not months after the event
5 – It must be appropriate – don’t belittle the task. However, not everything warrants a marching band and fireworks.
So what could this sound like?
- “I admire your resourcefulness with regards to motivating your team while they are all working from home. I particularly liked your initiative of celebrating birthdays.
- “Congratulations on delivering such an engaging presentation today. The audience was enthralled, and you got your point across in a convincing way.”
- “I value your contribution towards the exceptional sales results. You made a positive difference to us achieving budget.”
- “I want to commend you on an exceptional job sorting out the additional shipment at such short notice. The customer was delighted.”
- “Thank you for always speaking up in team meetings and providing a unique perspective, it shows your passion and commitment to our vision. “
It’s not that hard, especially if you make a conscious habit of it. It will make a real difference to the receiver and you.
Throughout my career, I have experienced bosses that gave recognition and those that didn’t. Guess which ones I left?
Next time someone does a good job, no matter who they are or what they do, make sure that you recognise them for it so that they know that you have noticed.
People may take a job for more money, but they often leave it for more recognition.” – Dr Bob Nelson
If you are new to leadership or want to develop the leadership skills of your team,contact us to discuss how we can help.
You can also readthis article by Marc Junele on giving praise,