68% of clients leave a business because they don’t feel appreciated. It may not be that the business doesn’t appreciate them, but they don’t recognize it. Supervisors (and managers) need to effectively communicate appreciation and encouragement to their employees. This will result in higher levels of job satisfaction, healthier relationships with employees, and decreased cases of burnout. So many organizations have a blanket approach to recognition.
Everyone who receives a nomination for recognition gets the same award. Human resource professionals probably assume that their employees will love the certificate and the gift. If they investigate further, they might find that the certificates go undisplayed and the gift remains unused (or is even given away). Understanding what motivates people, and how to show your appreciation, is dependent on our communication skills. It’s an incredibly important skill to have if you’re responsible for managing a team.
Communicate your appreciation in a personal way that describes specifically what that person has done, and is in the language of appreciation that is valued by that individual. Only then will we really motivate your employees and create a more meaningful work environment. The five languages of appreciation in the workplace is a must (for anyone in charge of people):
1.
Acts of Service: Small acts can help to make
another employee’s day ( such as making a coffee, or asking if they need help
on a project). Some
people really feel appreciated when others serve them. Acts of service
say, “You are important enough for me that I want to help you.”
In your business relationships, you can do this by going
above and beyond in the work they have hired you to do. Give them free
advice or do something that comes easy for you from your area of expertise, but
may be a struggle for them. Provide clients with templates, forms, or
instructions that will simplify their lives.
2.
Physical Touch: Be very careful with this
one.
Physical
touch can be a handshake, a high-five, a pat on the back, or a hug. In the
context of personal relationships, this is very important to some people. Most
people don't desire physical touch as a form of recognition in a business
setting. They preferred one of the other languages of appreciation. Humans
need physical touch so don't be afraid to use it appropriately in your work
relationships.
3.
Quality Time: Regular, focused time with a manager
each week to share their progress or concerns, ask questions, or help plan
their career and personal development. In a busy world, some people just want to
spend a time with you, the one in charge. When you meet with clients on the
phone or in person, give them your undivided attention. Take the time to
get to know your client (or employee) as a person.
4.
Receiving Tangible Gifts: Give small gifts that show you
know what people like (such as a latte from their favourite coffee shop, or
some complimentary time off). Some people feel appreciated when they receive a
thoughtful gift. It is a great way to show appreciation to your
clients. If you are going to send a gift that will make an impression, it
needs to be relevant to your client's interests.
A meaningful gift shows that you took the time to know
your client and what they would want to receive. For one reason, there
are so many gifts given in December that it makes it harder for yours to stand
out. For another reason, not everyone celebrates Christmas.
There are many times that are appropriate to send a
gift when it will catch their attention. They can include a monthly birthday
club, at the end of a project, or on a holiday that doesn't occur in December
(pick one that makes sense for your business and celebrate it!).
5.
Words of Affirmation: A email, call, or a face to
face conversation to show gratitude for employee efforts must be done
immediately. The
words, “thank you,” can be powerful. Some people need to hear or see the words
along with why you appreciate them. We don't give compliments often
enough. Sometimes clients need to hear it. Send a note in the
mail. Give a sincere compliment. Thank them for their business.
Recognition is largely about behavior. “Catch them doing
what you want and recognize it,” the books say. Appreciation, conversely,
focuses on performance plus the employee’s value as a person. Recognition is
about improving performance and focuses on what is good for the company.
Appreciation emphasizes what is good for the company and good for the person
(which may sometimes mean helping them find a position that is better for them
than their current role). The relational direction of recognition is top-down,
coming from leadership.” (Gary Chapman and Paul White,
co-authors of The 5
Languages of Appreciation in the Workplace)[i]
[i] Sources used:
·
“Are you speaking the language of appreciation?” by John Sylvester
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