A Complimentary Line Can Impact The Bottom Line

By Author: Terry Braverman
Total Articles: 7
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What do employees cite as their most common grievance? Is it lack of a better wage, promotion opportunities, more benefits, flexible hours? Lack of appreciation is overwhelmingly the number one complaint, according to a recent study of the American worker. Appreciation deprivation is stifling the morale and motivation of the work force more than anything. Why is there such a diminutive supply in today's work environment? Perhaps we are too caught up in the frantic pace of deadlines, projects, and rapid changes to adequately acknowledge those around us who contribute.

We have forgotten the common courtesy of expressing gratitude. Maybe there is a very competitive culture within a company that wouldn't dare allow such kudos for a colleague, let alone a subordinate. Bloat someone else's self-esteem? Never! The problem with this mentality is an energy stagnation created by withholds, not to mention an atmosphere of resentment and mistrust.

Executives need to set the tone of appreciation so it can echo down the halls, by the water coolers, and into every employee's cubicle. The founder of IBM, Tom Watson, ...
... stood a conventional approach to an egregious employee error on its ear with an unusual show of appreciation and loyalty. One of his subordinates was called into his office for making a terrible mistake that cost the company ten million dollars. I suppose you want my resignation, the employee mumbled sheepishly. Are you kidding? Mr. Watson replied. We just spent ten million dollars educating you. And it will be worth it, I'm sure.

In a sense, the quality of appreciation has been marginalized as an Annual Appreciation Day in many companies. There's nothing wrong with an annual bash to celebrate achievements and encourage unity. But imagine if you said I love you to your spouse only once a year. Ongoing relationships of any nature require more reinforcement if they are truly valued. Appreciation day needs to be every day within a company. This doesn't mean managers should be merrily skipping from cubicle to cubicle dispensing plaques and awards on a daily basis. A simple note of thanks for a job well done, a word of encouragement when someone is having a day from hell, or a compliment of any kind will suffice nicely.

As a broader macro-strategy of embedding appreciation into the company culture, why not start from day one, when a new person is hired. Have them fill out a form that asks them to name their favorite hobby, food, drink, music, cultural activity, athletic event, mode of relaxation, etc. Now you know how to specifically reward them, instead of a generic plaque. Think of the impact it could have on staff retention!

A consistent show of appreciation to employees will do more to maintain loyalty, morale, and productivity than any other management technique. And it doesn't have to be showy. Each morning on your way to work, ask yourself, Who am I going to sincerely appreciate today? It may be a manager, salesperson, assistant, secretary, customer service rep, or the custodian. Encourage others to do it. A complimentary line can impact the bottom line.
Terry is an established speaker/trainer, and author of a previous amazon best seller, When the Going Gets Tough, the Tough Lighten Up!
See: http://www.terrybraverman.com/resources.php