The power of praise at work

I recognize that managers are burned out, as much as their employees. However, one of the key roles that managers play is to be able to develop their employees. One of the ways to do so is to provide feedback to them, both positive and critical. Unfortunately, many managers do not feel comfortable providing feedback of any sort to their employees, and therefore, fail to do simple things like offering praise on a job well done, which can play a large role in retaining and motivating employees. Companies who have retrenched and taken away benefits, if they care, are still struggling to figure out how to now motivate and retain employees. Here are some simple tips: ? Coach managers on how to communicate with employees to provide feedback, not only during performance review time, but during the course of the work week. ? Encourage managers to take time to meet with their direct reports regularly (e.g. once a week, every two weeks) and to say "thank you" or "good job." It may not matter to every employee, but it can help for those who need it. And it is also basic human relations 101 to show interest in the work of your employees, and to not just treat them like numbers. ? Learn what motivates your employees, since it may be different for each person. Some want appreciation. Some want an opportunity to achieve. Some may want to feel affiliated to a cause in which they strongly believe. By understanding what motivates employees, you can spend time providing opportunities for them to get their needs met. It seems that many employers during this period are not keen on figuring out how to help workers thrive. However, for those who are concerned about the morale of your team, I would recommend investing time and effort in genuine coaching & training for managers to support your employees better. #leadership #leadershipdevelopment #executivecoaching #linkedinnews

Are you sick of your job? You aren’t alone. I recently saw a survey on LinkedIn that showed 80% of respondents were considering leaving their current job for something different. How can we expect a healthy culture, high productivity, and a loyal fulfilled workforce when they simply don’t feel appreciated or valued?

Authentic feedback is critical to keeping employees engaged in their roles. When someone's done a great job, tell them! Everyone wants to be acknowledged as a contributor and a person, and it makes a huge difference to your culture when authentic and empowering feedback is part of the every day. https://lnkd.in/gA2eCFuD

Level up your “good job!” to communicate not just a compliment, but also what you value. Specifically, what about the person’s activities was “good”? ?????? ???????? ???????? ?? ?????????????? ???????? ??????????????? Provide context for how their actions connect to and influence company goals. "Because you prioritized this work and got out an MVP, we're already seeing an increase in sign-ups. We're already halfway to our goal for the quarter thanks to you!" ?????? ???????? ?????????? ?? ?????????????? ?????? ?? ????????????????? Forward feedback that reinforces they are making a difference for customers “The survey results from your training are incredibly positive. One participant reported they really appreciated the step-by-step approach so they can apply it to their work.” ?????? ???????? ???????????? ?? ?????????? ???????? ???? ???????????????? ???? ?????????? ???????? ???? ?????? ??????????????? Compliment how the use of that skill enables the company. “I really appreciated that you we able to keep that meeting on track, and made sure we walked out with a decision.” ?????? ???????? ?????????? ?? ???????????????? ?????? ?????? ?????????????????????? ???? ?????? ??????????????? Note their specific approach and the difference that it makes. “That was brave of you to say you couldn’t start that project without requirements. Having that information before we start work will make us better able to deliver quality.” Compliments are intended to make people feel seen and acknowledged. Specificity ensures they know what their takeaway should be, and how to duplicate that success! #values #expectations #compliments

Praise for your employees is super important and this is a great article that describes some of the how, why, and when for delivery. Definitely worth a read but if you're in a hurry here are a few highlights: - For many / most employees, feeling valued at work is more important than compensation and work flexibility. Receiving praise is a huge component of making someone feel valued - For managers that haven't ever done the same work as the people they are managing, it can be difficult for them to understand the challenges of the role and what actions / results are worthy of praise - The best praise is meaningful, specific, personal and timely. Surveys show that 43% of employees feel that the praise they do receive at work is not genuine - Praise from peers can have 2x the impact of praise from a manager. Work on developing a culture that encourages praise between co-workers

According to a Gallup survey of more than 15,000 American workers, just 32% of people felt engaged in their jobs at the end of 2022, and the number of workers who reported being actively disengaged climbed during the pandemic. Most importantly, just 30% of workers surveyed by Gallup said they had "received recognition or praise for doing good work" over the past week. Another survey by the HR software company Workhuman found that more than half of the workers they spoke to didn't feel valued by their employer. And this epidemic of neglect is driving employees away. #engagement #jobsatisfaction