“You can always, always give something, even if it is only kindness.” Anne Frank
I work in the space of getting people more organised, productive and healthier for work, so I’m often asked this question. My answer to business owners and leaders at all levels in organisations is, it’s not rocket science.
Don’t get me wrong. Taking stock and asking questions around how we do things around here is *absolutely* vital. We constantly need to be on the look out for improvements we can make to our systems, to ‘see’ what we have missed or become blinded to, so we can identify how to do things faster, quicker, easier and cheaper. Of course getting consultants in helps because they bring with them a wealth of ideas and insights of hundreds of other organisations and scenarios they’ve seen and experienced.
The only way that improvements work in an organisation is when we have engaged people who actually want to contribute to a process. If we want our people to be more productive, it isn’t just about looking at “how we do things around here.”
When people know you are indifferent, people tune out and mentally ‘leave’ that work relationship. Keeping people feeling appreciated and engaged can be as easy. Tony Schwartz, president and CEO of The Energy Project,says, CEOs are the Chief Energy Officers of their organisations: “Whatever else each of us derives from our work, there may be nothing more precious than the feeling that we truly matter—that we contribute unique value to the whole, and that we’re recognized for it. The single highest driver of engagement, according to a worldwide study conducted by Towers Watson, is whether or not workers feel their managers are genuinely interested in their wellbeing.”
You set the tone for the energy levels in your organisation. No matter what level you are – all leaders can be inspiring and demonstrate genuine care. This will have an impact well beyond your organisation’s bottom line.
So how do you show people you appreciate them?
In “The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People” best selling author Gary Chapman paired with workplace psychologist Dr. Paul White to explain why feeling appreciated so important in a work setting:
“Each of us wants to know that what we are doing matters. Without a sense of being valued by supervisors and colleagues, workers start to feel like a machine or a commodity. If no one notices a person’s commitment to doing the job well, that person’s motivation tends to wane over time. When relationships are not nurtured by a sense of appreciation, the results are predictable:
- Team members will experience a lack of connectedness with others and with the mission of the organization.
- Workers will tend to become discouraged, feeling “There is always more to do and no one appreciates what I’m doing.”
- Often employees will begin to complain about their work, their colleagues, and their supervisor.
- Eventually, team members start to think seriously about leaving the organization and they begin to search for other employment.”
The Five Languages of Appreciation is a great tool for leaders at all levels to know about. It clearly shows that each of us respond to being appreciated differently and it is important to know each persons “language.” This is why some people for example want individual time to talk with their supervisor, while others would prefer not to meet with their supervisor at all!
Based on the work of best selling relationship author Gary Chapman, there are five languages he describes. When you know what each are you’re able to “walk the floor” in a new way, knowing what you need to do, to make sure people feel appreciated.
Words of Affirmation
- Using words to affirm people, for example
- using encouraging words and providing compliments in person, at team meetings or via written forms of communication (cards, letters/ emails)
- This can happen after completing a task to acknowledge a job well done, the effort put into a project, team work, or to pass on a specific thank you or feedback from others
Quality Time
- giving someone undivided attention, for example
- one to one conversations with supervisor either a quick stop by and check in, or a regular “check in” meeting to see how things are going.
- Have a debrief on completed work
Acts of Service
- Actions speak louder than words so provide extra support to help with tasks, get equipment working correctly/more efficiently. This can also mean not adding extra demands when working on a time sensitive project
Gifts
- If people like things to feel appreciated it doesn’t have to cost a fortune!
- In the workplace setting the focus in more about demonstrating that you know what is valued/ enjoyed by the recipient.
- This could include giving them the opportunity to register for a conference/ workshop they will learn from; movie tickets, gift cards for bookstores, dinner, shopping.
- It can also be food related – so buying pizza for lunch, bringing in a homemade dessert, or buying someone their favourite cup of coffee.
Physical Touch (appropriate touch)
- This is often the lowest language of appreciation for most people in the workplace, but it can include something as simple as pleasant and encouraging facial expressions! YES – a smile! Don’t withhold and ignore people when you walk in the door, or only acknowledge those you like… yes it is that simple.
- Give a firm hand shake
- When appropriate you can give a high-five, a light tap on the shoulder, or pat on the back.
Things to Cogitate On
The concept of investing in human capital is not new. So much of what we know about successful organisations is the demonstration of listening skills, hearing ideas and activating opportunities for people to be heard and seen. This doesn’t have to be a costly exercise. In many cases it is as simple as knowing what people respond to, to feel appreciated. For example staff that want individual time with you most likely respond to Quality Time. If staff would prefer not to meet with their supervisor at all, but appreciate you doing things to make their job easier respond to Acts of Service.
If you want to improve the health of your organisation and boost its productivity recognise the value in taking care of the individual first. What can you do to create a workplace environment where staff feel appreciated and valued?
Things to Act On:
What are the languages of appreciation amongst your team? Start by observing what team members respond to do they respond positively when you praise them at a staff meeting? Observe the impact – Did they seem happier, have they contributed more? Take the time to learn more here: http://www.appreciationatwork.com/learn/