Saying “You make a difference” is one way of showing appreciation to staff that have done a good job. Surveys on the motivational effects of financial bonuses have indicated that showing appreciation for a job well done is more effective than money in motivating staff over the longer term. This is the case irrespective of the type of work carried out or the type of organization.
Here are some ways in which you can show appreciation of work in your organization, although, as will be explained later, this need not come only from the top down.
1. Simply Say ‘Please’
The effect of saying ‘please’ is amazing.
People feel they are valued and genuinely contributing, rather than just doing a job.
If somebody ever said that word to you, how did you feel? Well, why not pass it on and use it regularly and habitually: “PLEASE” – it doesn’t hurt, it doesn’t cost anything and it achieves a great deal.
2. Say ‘Thank You.’
Along with ‘Please’ comes ‘Thank You’ – “Thanks for that. . . ” is just as effective.
These two small words said every day will achieve a great deal more in terms of showing appreciation to staff than any annual bonus. Have you ever been thanked for anything – I bet it made you feel good and ready to doing the same again next time.
3. Be Impressed and Show It.
When people make a special effort, when they persevere until they get the job done, when they show some ingenuity or imagination to achieve a goal or simply stay on for a few minutes after time to complete a task – let them know you noticed. It’s very important to them if the boss notices a special effort and shows appreciation of work well done.
Say “WOW: Thanks for that – how did you manage to . . . ”
Let them know their effort has been noticed and has impressed you. It’s all the thanks they need. Don’t overdo it – that’s all you need say: “WOW. Thanks.”
4. Ask for their Opinion
Asking for their opinion makes them feel part of the team. It lets them know they are valued and have a contribution to make. Only ask them if you are convinced they can genuinely contribute or you might embarrass them.
“What do you think. . .?”
“What’s your opinion on. . .”
“What do think would happen if . . . ”
Their opinion is important to them, and to be asked to provide it is even more important. Who knows – you might just learn something. After all, that’s why you are asking isn’t it? Isn’t it . . . ?
5. Bend Down and ‘Pick it Up.’
Be polite to your staff sure, but go even further than that. If they drop something and their hands are full don’t just look disdainfully at them but bend down and pick it up. Ask if you can help them carry something. It doesn’t hurt and makes you human in their eyes – it also makes them believe they mean something to you. Which they should.
Walk forward and hold the door open so they can get through without dropping any more. Don’t just look at people in trouble, but bend down and pick it up.
Not Just From Above
Showing appreciation to staff should not just come from the top – it should come from supervisors to those they supervise and even from peer to peer: here are some examples
6. Can You Help Me?
“Can you help me” means that you trust the other person’s abilities, but works best when the other person is a team member. You might lead the team or just be another member like them – asking for help is a form of appreciation of work and for their ability to give you help.
People respond well to being asked for help – though not if it is to help you move office when you are promoted. A request for help in the context of teamwork is one way of showing appreciation to staff for their abilities.
7. “Thanks for Your Help”
“Thanks for your help” indicates your help is appreciated, and it is valid between peers, from the top downwards and even upwards. After asking for help, or receiving it voluntarily, thank them for it.
If the boss helps you, thank him or her for it. If your employees help you, you should thank them.
If your company or department hits or exceeds budget, thank your staff for their help and the part they played.
Showing appreciation to staff and simply telling them “You make a difference” will earn you more respect and motivation than an annual bonus. It is ongoing, offering continuous and immediate benefits that will be of advantage to the company in general and to you in particular, as a manager or leader.
Keep in mind that you are staff too – as is everybody that contributes to the success and profitability of a business, and you too would respond to appreciation of work you carried out well.
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