Categories for Appreciation
The reality is, all companies and organizations have limited financial resources. So, accomplishing the organization’s goals and building a healthy culture must happen within these limitations. Fortunately, building a positive culture with appreciation doesn’t take a lot of money. Rather what is needed is a plan with appropriate tools and the commitment to implement that plan. Communicating Meaningful & Impactful Appreciation Taking the time to show team members that you appreciate their efforts and value them as people (not just ‘work units’) can provide a much-needed boost in encouragement. Research has shown us effective ways to communicate appreciation and encouragement... Continue reading...
Many people assume that appreciation is communicated verbally. While using words is one way to show staff members that you value them, many employees prefer appreciation shown through the language of Quality Time. By Quality Time, we mean spending time with a colleague either by giving the person your focused attention, or working collaboratively with them. You are showing them that you value their contribution by giving them your most precious resource: your time. We are not talking about simply being in physical proximity to another person. Many of us work closely with colleagues all day long, but at the end of... Continue reading...
While the primary focus of our work with the 5 languages of appreciation has been to help individuals learn how to communicate authentic appreciation in the ways meaningful to one another, we’ve learned that the ‘flip side’ is also important. That is, how do you avoid inadvertently using actions to show appreciation that your coworker clearly doesn’t want? The goal is to communicate positively with one’s colleagues, so making them uncomfortable or even offending them is not what anyone really intends. Since, as an organization, we are committed to learning, growing, and improving, we undertook the process to explore the... Continue reading...
An important characteristic of Appreciation at Work is that we are a learning organization – we strive to gain insights from our prior experiences, incorporate the feedback provided by our clients, and apply relevant lessons from other leaders. The result? We are continually working to improve our products and processes. We want to provide the best quality and most practical help possible to improve workplace relationships. One recent, major outcome of this continual learning process was the launch of the Expanded version of the Motivating By Appreciation Inventory this past year. In development for over three years, we invested tens... Continue reading...
December 16, 2019 9:00 am
How Effective Leaders Grab the Hearts of their Team Members Most leaders tend to focus on data and factual information. And accurate data is important for making good management decisions. But throughout history, communicating through facts has not been the most utilized method for sharing and developing leadership qualities. Rather, stories have been used more than any other form of verbal expression. For evidence, look to Greek philosophers, wisdom literature from Asia, and the wide range of stories from multiple cultures across the centuries designed to teach guiding principles for life. Aristotle, Plato, Socrates, Confucius and Jesus all used stories grounded in daily... Continue reading...
Team leaders are often encouraged (“bombarded” is actually a better word) to communicate appreciation to colleagues during the Thanksgiving holiday season. Expressing thanks for a job well done is sure to be received well, right? Not necessarily. At times, clueless managers are at risk for saying “thanks” in ways that won’t be received well. They don’t really “get” appreciation and what the big deal is – but they try anyway, and often their actions seriously miss the mark and actually wind up being offensive. Here are some actions to avoid: The “Who is this person impersonating our supervisor?” card. The... Continue reading...
November 18, 2019 9:00 am
Negative workplaces, toxic leaders, crazy co-workers – the news and internet are so full of stories about these things that, for many, they fade into the background. But those who work in a toxic environment face an unending cycle of challenging situations and discouragements. Worker turnover because of “toxic” office cultures costs companies money. Since 2010, costs associated with voluntary employee turnover have nearly doubled from $331 billion to $617 billion according to the Work Institute’s 2019 Retention Report. If you only had to deal with one inappropriate coworker or a bad boss, your days might be easier to manage.... Continue reading...
November 11, 2019 8:59 am
When asked to compare the various Languages of Appreciation in importance to them, employees overwhelmingly don’t choose tangible rewards as the primary way they want to be shown appreciation. In fact, only 6% of employees identify tangible gifts as their primary language of appreciation. To look at the issue from the opposite perspective, employees choose tangible gifts as their least valued way to be shown appreciation almost 70% of the time. Why is this important to know? For two reasons. First, most employee recognition programs emphasize giving gifts as a reward for achieving goals. While there is obviously nothing inherently wrong about... Continue reading...
The past few years there has been an increased focus in our culture on genuineness, authenticity, and vulnerability – for people in general, but specifically for leaders in the workplace. Like most movements, the call for a return to being truly ourselves in our interactions with others is a needed one. For far too long, we have focused more on image and looking good rather than building substance, true character and competence in our lives. While the pursuit of looking like we have it together is not new, the intensity has been magnified through social media (“likes” on Facebook, becoming... Continue reading...
One of the most frequent questions I am asked when I’m conducting training for a business is: Should you show appreciation to someone who isn’t performing well? Tension exists in the world of recognition, employee engagement, and appreciation. There are differences of opinion on the relationship between an employee’s performance and recognizing them. Should you recognize an employee if they aren’t doing well in all areas of performance? Is appreciation independent of performance? To address the issue, I think we need to keep two foundational principles in mind: The purpose of work is to provide goods or services to customers... Continue reading...
You may be surrounded by co-workers that need to be encouraged and feel appreciated, and you may not know it. Not everyone wears a sign that says, “I need to feel valued” or “Approaching burnout: encouragement needed,” (although some of us do wear ‘signs’ on our faces where others can easily tell when we are discouraged or weary). But many people are harder to read—they don’t say much and have rather non-expressive facial expressions. Additionally, some of us are not especially talented at picking up clues sent out by others. Our colleagues may be clearly communicating their distress, but we... Continue reading...
September 30, 2019 9:00 am
For someone whose preferred language of appreciation is Acts of Service, actions speak louder than words. Their motto is, “Don’t tell me you care; show me.” This week we want to focus on some of the best ways to show authentic appreciation to those who are encouraged by Acts of Service. As a reminder, to be successful in applying the 5 Languages of Appreciation in your workplace, for staff to feel truly appreciated, there are four core conditions that need to be met. Team members will feel valued when appreciation is communicated: regularly, through the language and actions important to... Continue reading...
September 23, 2019 8:57 am
To affirm someone is to say something positive about someone directly to him or her. It is about saying something positive to the person about who he or she is. Or, it could be thanking someone for something he or she has done for you. Think of someone who has done something special for you. Maybe you think the person knows you appreciate the favor, but maybe you’ve never actually told him or her. Consider affirming that person directly, and see what happens. Let’s explore how to do that. Remove insincere phrases. First, remove phrases in your affirmation like “I... Continue reading...
September 16, 2019 9:00 am
Many people may not see any significant relationship between podcasts and authentic appreciation – but there is at least one. Podcasting is a form of communication which has developed rapidly over the past 5-10 years. Formerly, authors (now known as “content producers”) would share their ideas via a variety of media. Articles, books, and then blogs, communicated with the printed word. Radio and television shows and interviews used the oral and visual expression of one’s ideas. Many of these embodied the characteristics of “broadcasting” – casting out your information broadly, to a wide range of people – hoping that you would find those people... Continue reading...
September 9, 2019 8:55 am
How do you communicate appreciation effectively when you manage large groups of employees? When I am conducting an Appreciation at Work training session with a work group, a common comment and question is similar to what Jack, a manager at a senior care living center, asked: “I ‘get’ the concept of communicating appreciation to my team and the need to make it personal and individualized. But I have team members who report to me that I rarely see. They work a different shift or on the weekends and while we communicate through email, texts, and occasional calls, I really don’t have much... Continue reading...
People grow into the conversations you create around them. The best tool great leaders have to strengthen and empower others is powerful questions. Questions evoke curiosity. They force others to think. And, when answered well, allow others to take ownership of the process and responsibility for the outcomes. It has been said that powerful questions can steer any conversation away from problems and personalities and move them toward meaningful solutions. Powerful questions evoke insight, stir creativity, inspire collaboration and help craft a culture of accountability. So, to that end, let me offer four questions that, when asked often and answered... Continue reading...
Many of you are familiar with The 5 Love Languages as described in Gary Chapman’s bestselling book have found them helpful in their personal relationships. Some may wonder if there is really any difference between the 5 Love Languages and the 5 Languages of Appreciation in the Workplace. While the languages discussed in both books are the same in name, the application and expression of the languages in the work environment are quite different than in personal relationships. First, you shouldn’t assume that your primary... Continue reading...
I like to say that, “Information without application is wasted grey matter.” As a result, a key focus of our work is to provide easy-to-use tools to help leaders and colleagues practically apply the 5 languages of appreciation to their daily work relationships. I want to share about the resources we have created (many of which are FREE) to let you know about the wide variety of tools available. I’ve divided them into categories to make them easier to find and use. Online Resources for Individuals and Groups (free) MBAI Group Report (new) Allows you obtain a summary report of... Continue reading...
Have you ever: seen a colleague become extremely uncomfortable in the midst of receiving appreciation from their supervisor or manager? tried to show appreciation to one of your co-workers, and it really didn’t go well? been at a company recognition ceremony and watched with discomfort as an award recipient seemed to be in agony while in front of everyone? The focus of our mission at Appreciation at Work is to help colleagues and supervisors learn how to show appreciation to one another in the ways that are meaningful to that person. But we’ve found that people also want to identify... Continue reading...
Here is an example of how individualized and personal feeling appreciation at work is. Kevin Durant, the NBA star, has won the NBA Most Valuable Player Award, two NBA Championship Finals MVP Awards, been selected to 10 NBA All-Star teams, helped lead his team to two NBA championships, and is paid over $100 million. And yet this week he is reported to have left the Golden State Warriors to play with the Brooklyn Nets because he didn’t feel appreciated by his fans. To most of us this seems incredulous — how can someone not feel appreciated when they repeatedly receive awards from their... Continue reading...
What do I do when I don’t appreciate someone? First and foremost, don’t try to fake it. Trying to act like you appreciate someone when you actually don’t typically doesn’t go well, and perceived inauthenticity will undermine any trust that may exist in the relationship. Secondly, don’t try to push through it and “make yourself” appreciate a colleague. (And you don’t have to feel guilty about it, either!) What we have learned over time is that to appreciate someone is both a heart issue and a behavior. And, like any feeling we may experience, you can’t force yourself to appreciate... Continue reading...
To build a successful and sustainable business, you need a team of employees who bring their unique abilities, strengths and perspectives to the challenges you will face. But to draw and keep talented individuals who have a variety of skills and personality types, you have to learn a key skill: You have to learn how to lead people who are different than you. Many books on leadership provide valuable insights into key skills and abilities needed to effectively lead others. But one concept that is not stressed enough is: to lead a successful team, you have to understand those who are... Continue reading...
I was having lunch with a friend who told me about an interaction that he had with one of his team members. Apparently, he caught wind that a young lady who reported directly to him was at her desk, crying inconsolably. After inviting her into his office, he began to inquire about what had upset her so. Being a newlywed, she was experiencing difficulty adjusting to married life and a number of challenges had come their way, compounding the stress. But, the proverbial straw that broke the camel’s back was that her favorite chicken had died suddenly from an unknown... Continue reading...
“Vibrant”: full of energy and enthusiasm. Spirited, lively, energetic, full of life. The vibrant workplace connotes energy, positivity, and growth – characteristics we desire for the environment where we spend the majority of our waking hours. A vibrant workplace draws people to it – quality, talented employees want to work in a healthy context and become a part of the life-exuding process. Employees bring their own gifts and unique personalities to add to the synergy in a dynamic work setting. A vibrant workplace is the antithesis of how many work environments are described: negative, energy-sapping, and toxic to growth. Employees... Continue reading...
By nature, we all tend to speak our own language of appreciation. If Acts of Service make me feel appreciated, then I will tend to pitch in and help my colleagues. If Quality Time makes me feel appreciated, then I may often go out of my way to stop by a teammate’s office and “check in” to see how they are doing. If Words of Affirmation make me feel appreciated, then you can expect that I will give use verbal praise to those with whom I work. If a high five energizes me and makes me feel appreciated, I will... Continue reading...
In honor of International Coaching Week – which takes place from April 29th to May 5th this year – we are using this week’s blog to talk about Appreciation at Work’s coaching resources. Professional coaches can transform an organization and empower employees and leaders. They work with staff at all levels, developing leaders, management teams, and individuals who need to shore up their interpersonal skills. Whether you are an “external” coach (hired by an organization to work with their members) or an “internal” trainer (working within the HR or Talent Development department), you need practical, effective tools to use with... Continue reading...
Fortunately, we live in an era where more people finally feel comfortable speaking up about unwanted touch and situations that make them uncomfortable. Conversations are being sparked by news from Hollywood, politics, and workplaces, as well as more casual encounters with family and friends. This leads many to ask: Is there any place for physical touch in the workplace? We believe there is a role for appropriate touch in work-oriented relationships. Early in our research, we found that less than 1% of employees choose Physical Touch as their primary appreciation language – and it is the most frequently chosen... Continue reading...
Let me pose some questions for you: *Are you a person or just a production unit? *Do you have a life outside of work? (Think: friends, family, interests) *Are you a person, even at work, beyond your role there and what you get done? While performing one’s job as expected is critical, I firmly believe that people have worth and value no matter their level of performance. Every person is a unique individual created by God, and we all are intrinsically valuable—apart from what we do or accomplish. Many employees at all levels, including managers and supervisors,... Continue reading...
As I have traveled across the country, working with various businesses and organizations, I’ve had the privilege to interact with numerous employees, supervisors, managers and HR professionals. When discussing their employee recognition programs, they report that their current programs aren’t working – they are not having a positive impact on employees or workplace morale. And, in many cases, the ways that most employee recognition programs are implemented actually create negative reactions among team members. Why? Because, as generally implemented, recognition is very different from authentic appreciation. Here is what we found: Recognition is largely about behavior. “Catch them doing what you... Continue reading...
