Appreciation at work and why it should make real business sense to employers
Words by: Jayadev Menon Photographs from: Debt.org
Performance Killers
The reason most employees cite for changing jobs (quite often they take the extreme step of quitting before they have found a new assignment) shouldn’t really be surprising but is often brushed away saying “they aren’t able to cope” or that “they are unable to work under pressure”. Business Owners and Managers can see the truth if they are ready to make an honest of the situation, but are they willing to bite the bullet?
As a Trainer and Mentor, I have received corroborative evidence from dozens of young and middle career employees of organisations across the spectrum.
So, what is this bugbear of employees? Is it emoluments, poor infrastructure, unrealistic targets or the hours they spend on the job?
None of the above!
The two major reasons cited by employees are the relationship with their immediate superior and lack of appreciation for their efforts, by co-workers and most importantly by (again) their reporting manager.
How often have we seen a manager browbeating his subordinate for not achieving expected results, in the presence of other team-members? The perpetrator thinks the situation warrants such behaviour and is clearly unaware of the damage it’s causing.
Yes, a manager or a business owner has a huge stake in the success of their subordinate and they are closing the pathways to success by being harsh.
It is easy for them to create the right environment for the growth and development – appreciation and recognition can do the trick.
Image source
Thought Points
It is easy to make unrealistic demands on people and to point fingers at them. It is easy to exaggerate the faults and failures of others while turning a blind on one’ one lapses.
How heinous is the lapse? Is it unpardonable? Were proactive steps taken to inform the team member about the impact of failure or was adequate support given to help them succeed?
Are the yardsticks used for others and self the same? Are the yardsticks used for one’s favourite employees and others the same?
Do the perpetrators think about the effect their words and behaviour have on others?
The Magic of Appreciation
In movie after movie, from Hollywood and Bollywood, we see this recurring theme being played out – the setting could be a home, a classroom, a battlefront or a playfield, but the message remains the same. Parents, Teachers, Coaches and Managers have been able to elicit a quantum leap in the performance just by modifying the way they responded to the person or team they are associated with.
In Taare Zamin Par and Munna Bhai MBBS and Coach Carter and Iqbal and Lagaan and so many more movies, the underlying message is this ….. Appreciate, encourage, motivate your team member and they will deliver the Sun and Stars to you. They will make the impossible possible.
Ask yourself and others “Who was the best Leader you have seen?” or “Who was the Best Manager you have worked with?” and the traits of those people would yield the formula that can be used to groom talent and push for better results.
The Formula
Jayadev Menon heads AKSH People Transformation, a consultancy that focuses on Talent Development and Business Transformation. He is a consultant, trainer and public speaker. Adventure Sports and Birding are his passions. He can be reached at jayadevaksh@gmail.com
It doesn’t take much to get the best from people:
- See Good in others
- Catch people doing things right
- Set realistic expectations
- Find opportunities to celebrate
- Blame the event, not the person
- Recognise even the small wins
- Recognise / Appreciate publicly, and immediately
Have you noted that it is easy to find faults and so difficult to find good? When asked people easily come up with the list of service lapses of organisations, but aren’t that quick in telling you when they have received good service. This is because good service is a right and bad service is a huge crime committed on them.
Business Owners, Managers or others in positions of power can make magic happen by believing that people are inherently good and that they are capable of doing what’s expected.
Be good to people and they will be good to you.