Eighty-nine percent of managers believe employees quit their jobs for money, but only 12% leave for money. Most, actually quit because of their relationship with their boss.
As leaders most of us mean well but forget one really important skill… the ability to showing appreciation.
According to the US Dept of Labor, the number one reason Americans leave their jobs is because they didn’t feel appreciated and currently 64% of Americans don’t feel appreciated at work! That’s staggering … on the other hand I get it and can actually relate. As an employee, I can’t honestly say that I felt totally appreciated. On the other hand, as a leader I had the attitude that: “they know how much I appreciate them…”.
The question is …do they?
Did you know?
• 89% of managers believe employees quit their jobs for money. Fact: only 12% leave for money. Most, actually quit because of their relationship with their boss.
Source: 5 Languages of Appreciation
• Only 35% of Americans received recognition in the workplace last year (That means a staggering 65% of Americans didn’t receive even a thank you!).
Source: Gallup Org.
• 2 to 1 Employees favor recognition from managers over coworkers. In other words, your team wants you to notice them.
Source: 5 Languages of Appreciation
When you show appreciation for the people on your team it improves their confidence and competence.
Here are three simple things to keep in mind when showing appreciation or recognizing someone for a job well done:
1. Personalize it – Find out what is personally motivating to the person you are recognizing and include that. Avoid “one size fits all” and make the reward more meaningful. When in doubt, ask! Check out the book The 5 Languages of Appreciation by Gary Chapman. See Issue #161 of the Aha! Leadership Newsletter for a summary of 5 Languages of Appreciation. Not a subscriber? Sign up here!
2. Be Timely — Try to provide recognition that is as close to the positive outcome or behavior you are trying to reinforce. It loses power when too much time passes.
3. Be Authentic — Point out in a genuine and specific way, what the person did that was positive. What exactly did the person do that resulted in a successful outcome? This is your opportunity to reinforce what went right. Using colorful adjectives without meaning clouds the opportunity to perpetuate what is working.
Robyn is…Passionate. Enthusiastic. Genuine-guest blogger to HRB- Click here for her full bio.
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