As we celebrate family and friends during this Thanksgiving week, it is a great time to take stock on how much you need, and appreciate, the work of your employees.
It also is a good time to look at what you have done to make them feel valued and appreciated in their work.
Endless surveys over the years found that many, and in some cases most, employees do not feel valued or appreciated.
Last year, a Monster.com survey found that more than half of workers feel unappreciated in the workplace. And 41 percent of the undervalued workforce said it didn’t feel motivated as a result.
These surveys consistently show that employees leave managers, not companies. They leave when they feel the work they do goes unnoticed, and unappreciated.
Managers frequently ask how they can improve morale, motivate employees and prevent turnover.
Many organizations offer corporate recognition programs by giving employees pins and anniversary gifts. I’ve never met an employee who stayed at a company because the employer gave a five-year pin.
What employees crave is personal and specific feedback on the value that their work is providing to the organization.
This type of feedback doesn’t require a corporatewide program. Managers can begin implementing these rewards immediately:
Develop a culture of value and respect: Consider first: Do you feel valued in your work? Does your manager demonstrate regular feedback showing you a sense of gratitude for all you do?
Imagine how you would feel if you knew your work was noticed, valued and appreciated.
With that emotion, provide that same level of expectation to the people who work with you daily. Show them in words and actions that you notice their hard work, you appreciate their efforts and you value the results.
Handwritten notes: This sounds so simple, but the impact is significant. Imagine receiving a handwritten note from your boss providing specific feedback on how valued you are to the organization.
If an employee has had performance issues, unless the employee is on the brink of termination, you can still show appreciation for efforts to improve.
If there is no room for praise, the person shouldn’t be there.
Public praise: The old saying “praise in public, discipline in private” is an important one to consider.
When you get a customer letter complimenting an employee, or you observe someone putting in the extra effort, make note of it publicly.
Some employees will claim you are picking favorites or get upset when you don’t mention them, but eventually they will see that their hard work gets noticed.
Just like a coach to tells the team, “Sally, I noticed your hustle on defense,” managers can motivate by praising other employees.
Communication and transparency: Employees who think their managers share relevant information with them and are transparent about what is happening in the organization feel valued.
When I conduct audits, employees cite poor communication as a driver to their unhappiness. We all know the managers who are information hoarders.
Avoid lip service: There is a trend in organizations to change the name “employee” to “associate” or “teammate.”
I’m not sure where this started, as I’ve never met anyone who felt offended being an “employee.”
Regardless, there is no harm in this, but don’t count on changing the name to have any impact on how the person feels about working there.
Real appreciation comes from action.
Really care about your employees: This is the hard part for most managers.
On the one hand, we need managers to care about employee success. On the other hand, we expect them to have straight talk and deal with performance issues head-on.
I don’t see a conflict with these two things, but most managers do.
Employees feel appreciated when you care enough about them to tell them in the moment that what they are doing is not making them successful, and then what they are doing well.
Care enough about your employees to have conversations about them, their careers, their work goals and their progress to those goals.
Take a valid interest in the success of your people. And if an employee suffers a personal tragedy, demonstrate your sincere concern, through cards, flowers, or attendance at major events, such as funerals or weddings.
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Demonstrating sincere gratitude takes time and effort.
If you take stock in how much you appreciate those who work with you, you’ll see the value in keeping them, motivating them and being part of their success.
On this Thanksgiving week, don’t just be thankful for what you have, but for all the people at work who help make you, and your organization, successful.