Recognition. Everyone loves to be recognized. When people leave a workplace their number one reason for leaving as we learned about in yesterday’s article, “Why People Leave Their Jobs”, is appreciation. And there are many reasons why organizations fail to recognize those who work for them. One of the biggest reasons, is putting all the responsibility on the leadership team. As this week’s book, The Five Languages of Appreciation in the Workplace states, “Most traditional employee recognition programs historically have placed a lot, if not all, of the responsibility for recognizing good work of their team members squarely on the shoulders of managers or supervisors. This is unfortunate and actually creates unwanted negative effects.”¹
One reason has to do with employee satisfaction. “As part of an employee engagement survey conducted across a number of companies, employee happiness was found to be much more closely correlated to the connections they shared with their coworkers rather than those they shared with their direct supervisors.”² The close relationship that coworkers have can make them more desirable to receive appreciation from for a few of the reason’s that the authors Gary Chapman and Paul White list including;
- Peers know from personal experience the stress and demands their colleagues have to deal with on a daily basis.
- In many settings, there is far more interaction and communication among colleagues than between employees and their supervisors.
- Because of their proximity, coworkers may sense discouragement and the need for appreciation in their peers more quickly than supervisors do.
- While appreciation and encouragement from one’s supervisor may be more desired and impactful (for some), support and encouragement from peers may be a more realistic expectation on a day-to-day basis.³
By teaching your team how to show appreciation, it will help turn your culture around faster. “…supervisors and managers need to provide the resources necessary for colleagues to learn how to effectively encourage their coworkers.”4
Actively creating a positive environment of gratitude will also reduce negative talk and help reduce negative attitudes as well. The 5 Languages of Appreciation also gives a test that you can give to your team to determine their primary language of appreciation. Tomorrow we’ll discuss the five individual languages of appreciation.
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Vigilant Poster Girl
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- Chapman, Gary. The 5 Languages of Appreciation in the Workplace (p. 48). Moody Publishers. Kindle Edition.
- Chapman, Gary. The 5 Languages of Appreciation in the Workplace (p. 49). Moody Publishers. Kindle Edition.
- Chapman, Gary. The 5 Languages of Appreciation in the Workplace (pp. 50-51). Moody Publishers. Kindle Edition.
- Chapman, Gary. The 5 Languages of Appreciation in the Workplace (p. 53). Moody Publishers. Kindle Edition.