Here is a road map to help you make compliments and expressions of appreciation a key part of your motivation strategy.
Focus on who really needs a compliment versus who deserves one. Too often those who are top performers are always top performers. Make sure you highlight and compliment those individuals who day in and day out keep everything rolling. Praise those who likely support the star employees but whose contributions are often neglected.
Schedule some one-on-one time with employees. Spending time with a manager or a senior leader these days is a rare experience. By scheduling some one-on-one time with an employee, you guarantee their attention. Be fully present, ask a few key open-ended questions and listen attentively.
Make a list of people's positive attributes. This may take a little while to go through but it's incredibly valuable. Spend at least 10 minutes to write out an employee's positive qualities, characteristics, and attributes. This will give you to have a much deeper appreciation of the people you work with.
Start each day by giving out compliments. Be on the lookout each day for employees who stand out, are serving others well, smiling and doing great work. Then go compliment them for it.
Connect the dots and show the difference each person makes. Many people feel like they are just doing their job and don't need any compliments or appreciation. However, make sure that with any words of praise you give people, you tell them exactly how their actions made a difference to a specific person, or to the organization.
Write well thought out 'Thank You' cards and mail them. Bills and flyers seem to be the only mail these days. Brighten your employees' home arrival with a hand-written note expressing thanks and appreciation. Remember to tell them specifically what you're thanking them for and specifically the impact they made.
Truly appreciate the contributions employees make. Too often we take people's great work for granted and we forget or neglect to say anything. Most employees are purpose-driven in their work and need to know their contributions are valued and appreciated. Identify each employee's contributions on a given day and whether face-to-face, by phone, or via email.
Where a personal token of appreciation fits, give one. It's okay to give some tangible gift that is personalized or specific to the individual. Always accompany it with an expression of meaningful words of acknowledgment. Make the words of appreciation, whether spoken or written, just as or more important than the gift.
Always observe and listen for great actions. This week I heard a corporate receptionist handle an upset customer on the phone. She acknowledged the customer's concern and gave them names and numbers of people who could help rectify the situation. It was great to acknowledge her for the way she handled the situation.
Be aware of the impact your words and actions have. Nearly one out of five employees leave their place of employment due to insufficient recognition. Giving compliments and expressing appreciation elevates work effort, boosts morale, and attracts and retains great employees.
Incentive columnist Roy Saunderson is the author of "Giving the Real Recognition Way." The Vistance Institute chief learning officer at Rideau Inc., Saunderson provides consulting, learning, and thought leadership services focused on helping leaders and managers give real recognition the right way. He can be reached at RoySaunderson@Rideau.com and followed on Twitter (@RoySaunderson) and at his AuthenticRecognition.com blog.
