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* Fourth, be pure in your appreciation. If you to show appreciation, donít muddle it with other communication. In other words, donít show appreciation for one action and then start discussing a potential corrective action for another action. This sends mixed signals that say to receiver of this communication, "I donít want any appreciation because there is always something bad attached to it." Keep it pure!
4. Be Public, if Possible Appreciation is not something you hide. It works best when done publicly. Show you appreciation in a public way in meetings, in front of team members, and management. The funny thing is that once you get in habit of doing this many of your team members will increase activity they need to take to also earn this public appreciation.
5. Be Relational When I ask question, "Why do you come to work everyday?," in my workshops I usually get "to get paid" as first answer students give. Then as we discuss it further it always comes down to "I feel like I make a difference" as main answer. You see, in most cases reason why employees decide to climb out of bed in morning, their toes touch floor, and they decide to drive to work is that they feel that they make a difference where they work.
I remember an opportunity to emcee a large sales meeting for a Fortune 500 company. I introduced a Senior Vice President and he went to lectern to address over 500 employees. He announced that company achieved sales of $14 billion. Then he quickly announced that their goal for next year was $17 billion. As he was talking I was looking at audience. They were unusually quiet and attentive. However, as I looked at them they had a glassy eye look. I realized problem was that speaker was just talking numbers. He didnít relate how those 500+ employees made a positive difference for company. All he needed to say was how their sacrifice everyone translated in success of company. Along with this, they will meet coming years challenges only with talents of our employees. So simple, but so rarely done.
Relate action done with how if affects team, department and organization. Letís go back to our earlier examples to complete appreciate process:
Manager: "Mike you did a great job on report for new computer system earlier today. I can see you invested a lot of time to do research so that we have necessary information to request computer system. Mike, we appreciate your efforts because new computer system will make our team more productive so that department will achieve its goals and company will be profitable this year. Bottom line, bigger bonuses for everyone. I look forward to seeing your high level of work in future. Thank you."
Mike:"Thanks. I appreciate making a difference. Please let me know whatever I can do to help team."
As you can see, Mike has a clear sense of achievement and where he fits in company. Also, manager encouraged Mike to do same behavior soon by saying "I look forward to seeing your high level of work in future." And manager ended with a sincere "thank you."
These are five simple tips that will motivate your employees to achieve more with a minimum amount of efforts. Starting today, apply these techniques and you will see a world of difference in your team, department, and organization. Remember, "pay" yourself with rewards now or "pay" yourself with a low performing team later.
Ed Sykes is a professional speaker, author, and success coach in the areas of leadership, motivation, stress management, customer service, and team building. You can e-mail him at mailto:firstname.lastname@example.org, or call him at (757) 427-7032. Go to his web site, http://www.thesykesgrp.com, and signup for the newsletter, OnPoint, and receive the free ebook, "Empowerment and Stress Secrets for the Busy Professional."