It seems that The 5 Languages of Appreciation in the Workplace model dovetails nicely with the “Employee Engagement” model presented by others. How do you see these two approaches fitting together?
Susan, you are thinking the same way we are. The approach to getting individuals “engaged” in their work and workplace has shown great promise in creating more productive and positive employees. The work by Julie Gebauer & Don Lowman (among others) has demonstrated that a proactive approach to creating more engaged workers creates benefits for both the organization and the individual.
One aspect of ‘engagement’ is defined as the worker being “emotionally connected to the organization and its leaders”. And in corporate settings, they have found that less than 40% of employees feel their senior management is interested in their well-being.
But, although they devote much attention to “knowing your employee”, they don’t give any really practical tools for knowing how to find out what actually encourages or shows appreciation to each individual; nor do they provide a structured process to help managers communicate appreciation effectively to their colleagues.
This is where we believe the Motivating By Appreciation Inventory and our training to apply the 5 Languages of Appreciation in the Workplace really can fill a gap and help organizations who are utilizing the engagement approach. We can make their approach more effective by giving managers specific information about each colleague!
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