Being on a successful team with talented team members can be a fun ride, but working together well takes effort and intentionality.
Posts By Paul White
Here are some clues that you can watch for, to help you know when those with whom you work may need a message of appreciation or encouragement.
How do you communicate appreciation effectively when you manage large groups of employees?
The first step that needs to be taken to become less busy is also the biggest hurdle we have to overcome.
Toxic achievers are like a large black walnut tree — it produces pounds and pounds of walnuts but nothing else can grow near the tree due to the toxicity of its leaves and root system. They produce, but nothing else lives.
If we are not intentional in communicating what is meaningful to us, then what is ‘important’ ceases to be different from anything else.
Employee recognition programs work when they are used to recognize and reward achieving performance goals. Recognition, however, does not work well when organizations try to use large organizational programs to make employees feel valued individually.
Organizations function better when employees (and managers) feel valued. Conversely, when employees don’t feel appreciated, bad results follow.
Most supervisors and leaders spend too much time and energy focusing on their top performers and/or their low performers. But the group they should really be concerned about is the solid middle group – Joe & Jane Average. Why?
Spend any time in the workforce, and there is a high possibility that you will be made to feel “small” by a colleague talking down to you or devaluing your input. Taking some time, however, to understand what motivates condescension, as well as learning some strategies to combat it, can help.