Even though bosses feel it’s challenging to show their staff appreciation, the employees think it’s actually pretty simple.
Kerry Roberts Gibson, Kate O’Leary, Joseph R. Weintraub – Babson College
Takeaways of Note:
What employees said managers needed to do:
1. Touch base early & often – helps prevent team from feeling invisible and creates routines for team to share with you what they’re working on – feeling “known” by you and staying the loop
2. Give balanced feedback – team wants to know both what they’re doing well & where they can improve
3. Address growth opportunities – team wants to know what the future holds for their careers… discuss growth potential and provide opps & “stretch” assignments (it’s interpreted as evidence that they’re valued).
4. Offer flexibility – option to work remotely or simply a suggestion to come in late after working extra hours (it’s interpreted as a signal of trust & appreciation)
5. Make it a habit – not an automatic system for thanking employees – it’s about giving yourself permission to express appreciation in a way that’s natural to you
Mistakes to avoid (common things managers get wrong)…
1. Expressions of gratitude that are inauthentic or sweeping generalizations
2. Neglecting standard company procedures
3. Letting employees feel isolated from coworkers or the larger organization
4. Sudden or unexplained shifts in your appreciation practices
Bonus Nugget:
At the end of the day, building a culture of appreciation comes down mostly to a lot of small commonsense practices: Not taking your people for granted. Remembering to say thank-you in a personal and sincere way. Making it clear that you’re interested in your employees’ growth and in them as individuals.