I wanted to talk to you briefly today about an experience I am having in the workplace as I work with organizations, leaders in corporate settings. And that is, there is sort of a misunderstanding by a number of leaders and managers about the purpose and goal of appreciation in the workplace. Firstly, a lot of managers seem to think that the primary purpose is just to try to make other people feel good, sort of make them happy and smile, you know ‘have a nice day. And while that may be a result to some degree, it is really not our goal. Each person’s well-being and how they feel about life is their own responsibility. We can make things better by being positive, but you know, we are not there to cheer people up like a cheerleader. Secondly, I find that a lot of managers have seen the research about how effective appreciation is in creating positive results in the workplace where we reduce tardiness, we reduce absenteeism, staff turnover goes down, customer satisfaction improves. And so there are some really positive things for the business. And sometimes, some managers take that and try to really manipulate through appreciation just to get positive results or to even improve performance. And while again that may be a secondary result, that’s not the goal. Let me tell you what the goal of Appreciation is : It’s to live authentically and to be able to communicate respect for the people that you work with. When we treat each other with respect in a positive way, good things happen…for us…for them…for our customers..for the business. It’s not about trying to manipulate people, it’s not just making the feel good, it’s about really giving them feedback that ‘Hey, you are a valuable person. You’re a valuable contributor to the workplace, and I appreciate you being here and what you do. To learn how Appreciation at Work could help you, visit www.appreciationatwork.com and www.mbainventory.com.
http://m.youtube.com/watch?v=QU6VaK9Cx0o
Two Misconceptions Leaders Have About Showing Appreciation at Work leadership hoch 3
I wanted to talk to you briefly today about an experience I am having in the workplace as I work with organizations, leaders in corporate settings. And that is, there is sort of a misunderstanding by a number of leaders and managers about the purpose and goal of appreciation in the workplace. Firstly, a lot of managers seem to think that the primary purpose is just to try to make other people feel good, sort of make them happy and smile, you know ‘have a nice day. And while that may be a result to some degree, it is really not our goal. Each person’s well-being and how they feel about life is their own responsibility. We can make things better by being positive, but you know, we are not there to cheer people up like a cheerleader. Secondly, I find that a lot of managers have seen the research about how effective appreciation is in creating positive results in the workplace where we reduce tardiness, we reduce absenteeism, staff turnover goes down, customer satisfaction improves. And so there are some really positive things for the business. And sometimes, some managers take that and try to really manipulate through appreciation just to get positive results or to even improve performance. And while again that may be a secondary result, that’s not the goal. Let me tell you what the goal of Appreciation is : It’s to live authentically and to be able to communicate respect for the people that you work with. When we treat each other with respect in a positive way, good things happen…for us…for them…for our customers..for the business. It’s not about trying to manipulate people, it’s not just making the feel good, it’s about really giving them feedback that ‘Hey, you are a valuable person. You’re a valuable contributor to the workplace, and I appreciate you being here and what you do. To learn how Appreciation at Work could help you, visit www.appreciationatwork.com and www.mbainventory.com.
http://m.youtube.com/watch?v=QU6VaK9Cx0o
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