5 Languages of Appreciation in the Workplace Keynote or Workshop | How to Show Appreciation at Work

Research: [1] 79% of employees who quit their jobs cite that a lack of appreciation by the management, by their manager, and even colleagues is the primary reason for their leaving. And money is not the other one.; [2] 65% of North American workers say that they have received no recognition or appreciation in the last 12 months. || Individuals are motivated and encouraged differently. || The objective of appreciation is to improve their performance. It is also to support and encourage the person. One the most impactful things we do in our training is to show team members how they can effectively show appreciation and support one another. || The objective of appreciation is to improve their performance. It is also to support and encourage the person. One the most impactful things we do in our training is to show team members how they can effectively show appreciation and support one another. || When people don’t feel valued, bad things can happen. They feel discouraged. They don’t work as hard. They start to feel used. They start to grumble and complain. || Core conditions for people to feel valued: a]if appreciation is communicated regularly ; b] appreciation expressed in the language most important to them: quality time, acts of service, words of affirmation, gifts, phyiscal touch (pat on back). To learn how Appreciation at Work could help you, visit www.appreciationatwork.com and www.mbainventory.com. http://m.youtube.com/watch?v=QU6VaK9Cx
Team members have value even when maybe they have made a mistake and that can actually be very encouraging time. People have intrinsic value and that even if they aren’t in the right spot, they are still valuable as a person. I can show appreciation for them as a person even if they maybe they aren’t in the right position at work. So, there is a big difference between appreciation and recognition. Because in a true recognition program you will not call attention to when they have messed up or not met the mark except in a critical or punitive way.

The objective of appreciation is to improve their performance but it’s also to support and encourage the person. One of the fun things is that, as I work with teams across the country, appreciation can be communicated from anyone to anyone else. People like to know how to encourage their colleagues.

I work with HR directors and training managers and I’m talking to them and I’m hearing that people are not really responding to recognition. Recognition programs are not really working. The research is starting to show this to be true. "Yeah, everybody that’s in this field knows that it’s not working, but we don’t know what else to do, so we keep doing it.”

If people don’t feel appreciated, bad things happen. They get discouraged; they don’t work as hard—these are sort of common-sense ones. They feel “used” that they are just a piece of machinery, that they are just trying to get as much out of me as they can. They start to grumble and complain. One of the things you’ve got to understand is that if people don’t feel valued and appreciated, they don’t keep it to themselves. But the fact is -- we absolutely know how to communicate appreciation in a variety of professions—military, manufacturing, financial, and so forth.

Here are the core conditions for people to feel valued and appreciated.
* Appreciation is communicated regularly
* Expressed in the language that is important to them. Some people don’t value words. I had one guy say to me that, “Paul, I don’t need to be told I’m appreciated, I sort of encourage myself.” We found out his language of appreciation was Quality Time. What I found out over time was that he happened to be a coach and if you went and hung out at practice with him, he got all jazzed and he was exited to see you and he would tell you about was going on and he felt like you cared about what he was doing in his life.
* Communicate appreciation individually and personalize it. If you want your people to feel valued, you’ve got to know them and you’ve got to communicate it in a way that is meaningful to them for what they’ve brought to the situation.
* The appreciation has to be viewed as being absolutely authentic. If they don’t view it as being authentic you are actually undercutting yourself.

So, when people feel like what they do matters and they people notice that they like to come to work more. They also come on time. One of the key things that we know is that we can reduce tardiness and we can reduce absenteeism. Absenteeism can be as high as up to 30 percent of the personnel costs for organizations today. Five percent of the employees in the workforce don’t show up in any one-day unannounced. We can decrease staff turnover. You guys know how hard it is to find and train new people. We can keep people in the door and keep them in the team, we can diminish tension and conflict, and improve customer satisfaction, especially even with vendors.

Видео 5 Languages of Appreciation in the Workplace Keynote or Workshop | How to Show Appreciation at Work канала Dr. Paul White author of Appreciation at Work