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Simple Ways You Can Show Appreciation
William James, the father of psychology, stated that the most fundamental psychological need is to be appreciated. We all want to feel fully appreciated for our work. The payoff for inspiring leaders is that people do more for those who appreciate them. Although leaders widely recognize the need for appreciation, it tends to be a blind spot. That is, we generally believe we are much more appreciative of our team than our team thinks we are.
For example, I think I am more appreciative of my wife than she feels appreciated by me. The same can be said of most leaders and team members. The reason is that we often do not convert our invisible thoughts of appreciation into visible acts of appreciation. With all of today's technology options, it's easy to find ourselves too busy for face-to-face interaction, but that's one of the best ways to charge up our teams. Showing appreciation is not a matter of time and intention; rather, it's a matter of priority and action.
Research by former Gallup chairman, the late Donald Clifton, revealed that workgroups with at least a 3-to-1 ratio of positive to negative interactions were significantly more productive than those having less than a 3-to-1 ratio. In other words, more productive teams had at least three positive interactions for every one negative interaction. By the way, the same study showed the bar was set even higher for more successful marriages - the key ratio was 5-to-1. Showing your appreciation is certainly a positive interaction and is a simple way to boost your ratio.
Consider tracking your ratio for a week to gauge how well you are appreciating your team. Look for opportunities to acknowledge your team's results and positive progress. This is basic psychology - reinforce those behaviors that you want to see more frequently. Catch them doing something right ... and do it often. If you look for your team doing something right, opportunities to reinforce them will be plentiful. The key is to be sincere and specific. In other words, don't fall into the trap of blurting out the robotic "Good job". Take the time to thoughtfully explain why you appreciated the specific action taken by a team member.
For example, you might say, "Kayla, I really appreciate the way you quickly resolved that customer issue without adding more time or cost to our delivery schedule. That makes a big difference for the company." Demonstrating appreciation for your team and their efforts can put them on the fast track to inspired performance. There should be plenty of opportunities since a Harris poll found that 65 percent of the workers reported receiving no recognition for good work in the past year! That's a pretty low bar. So, we should not worry about recognizing our teams too much.
Here are some simple ways to make recognition a defining moment for your team:
1: Say "Thank You!" - An all-too-obvious, yet highly underused, form of appreciation.
2: Go old school and write a card or note to a team member expressing why you appreciate him or her.
3: Allow your team to present their work to your boss. This is a great way to engage your team, and it also shows your boss what kind of leader you are.
4: Offer team members a choice of projects on which to work. When team members buy into a project, they will put their hearts into it.
5: Put a sincere acknowledgement in your company or department newsletter. This takes only a few minutes of your time but creates long-term "trophy value" for the employee.
6: Tell an employee's story of accomplishment at a staff meeting. Detailed stories are perceived as more interesting, meaningful, thoughtful and memorable.
7: Take a team member to lunch to show your appreciation. Remember to do more listening than talking.
Find ways that are natural and comfortable for you to demonstrate your appreciation since your authenticity is the key.
The good news is that we have complete control over our appreciation. No budget limitations or excuses here - there are literally thousands of ways to demonstrate our appreciation at little or no cost.
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