“All I want is to be appreciated! Is that too much to ask? Maybe I will find it somewhere else if I can’t get it here.”
Have you felt this way? Have you heard colleagues express these feelings?
Today's business leaders ask me how they can keep their people and prevent other firms from stealing their top performers It has been years since businesses have had to work so hard to keep people. Employees today are in an enviable position to negotiate better jobs. Companies are desperately trying to hold onto their people and are struggling to fill key positions. If someone is unhappy, it is relatively easy for them to seek opportunities in other organizations.
My reply to these concerned leaders is that employees are not usually leaving only because they have an opportunity for increased pay. In almost every case, employees want something more--something that costs nothing in terms of dollars and cents. They want to feel valued and appreciated. They want to be recognized! Praise and personalized actions from their boss have more impact on their people than most leaders realize. A little recognition goes a long way!
During my several decades as a coach and author, one principle that I have learned with assurance is that everyone wants to be appreciated! This applies to all of us—employees, team members, students, leaders, parents, and children. Even though some appear as if they are very independent and self-sufficient, they never outgrow being valued. What I am saying may seem to be common knowledge, but we often forget it when it comes to giving it to others. Many of us are trying so hard to receive our recognition that we forget that others also need it.
The way we can demonstrate recognition to others is relatively easy. It just takes reminders and awareness of what to look for and how to do it. Here are some tips to help us recognize our people, all of which cost nothing in terms of budget. All they will cost is YOUR alertness and awareness of applying these tips as you lead others.
Don’t hog the spotlight. Quoting Gem #1 from my book 52 Leadership Gems: “It’s amazing what can be accomplished if you don’t care who gets the credit.”
It must be genuine, or they will see through pretense.
Avoid phrases like, “It is great to have you on the team!” That is too general. Instead, try: “Thank you for working late all last week on that critical project. Your efforts made a major difference!”
Remember the founder of McDonald’s (Ray Kroc’s) personal philosophy of management: “I do all I can to help each McDonald’s operator succeed because if they succeed, I do.”
Write them expressing your appreciation for a specific action you saw them do. I have seen people show me handwritten notes given to them by their boss that they have carried for months because it meant so much to them.
A person’s name is the most exceptional sound each of us hears.
Drop by their work area to briefly talk with them.
...to what is important to them and comment on it.
as they further the organization's goals.
and comment on it to them.
Tell people about praiseworthy actions that you have seen others do
When a significant achievement is made, in addition to praising them, also recognize the time and effort put into it by those in the background.
A smile and a warm handshake go a long way.
Give them a gift of time by listening to them with no judgment or interruption.
The list can easily go on. There are many more ways to demonstrate sincere appreciation and recognition for others—all costing nothing other than awareness and alertness on your part.
Polish your antennas to sense and pick up positive contributions by others and let them know what a difference their hard work makes. In the process, you will build a powerful culture where people feel valued.
These actions will generate feelings of commitment to you and the organization because employees feel appreciated. Your sincere and specific recognition will do wonders toward building a strong work performance environment that is both fulfilling and successful—all without spending a dime from your budget.
SELF-CHECK: