Studies show that employees who feel appreciated at work are happier there, and that there’s a big disconnect between how well managers think they appreciate their employees and how employees actually feel. “Recognition,” after all, is not the same as “appreciation.”
When employees feel truly appreciated for what they do and who they are, disruption and resistance to change can be reduced significantly.
Should you show appreciation to someone who isn’t performing well?
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.
Mark Twain said: ’I can live for two weeks on a good compliment.’ The same can be said for an employee who receives appropriate appreciation from their supervisor.
How do you communicate appreciation effectively when you manage large groups of employees?
Organizations function better when employees (and managers) feel valued. Conversely, when employees don’t feel appreciated, bad results follow.
Let me share five guiding principles that can help appreciation “stick” in your workplace.
The hope is that through implementing a healthy engagement plan, even those who don’t love their job will be engaged—committed to putting forth effort to meet the company’s goals.
The one thing that is foundational for successfully conveying appreciation in the workplace is to communicate in the appreciation language that is desired by each individual.