| The bottom line reasons for motivating employees? | | | | the concept of praise. If an individual was doing their |
| Improve productivity, enhance loyalty, and ensure | | | | job and received a pay increase, that was |
| retention are some of the reasons commonly cited. | | | | satisfactory praise. |
| What role does employee appreciation have? | | | | One of the participants said that "praise" is more |
| In a recent training seminar for Senior Managers, we | | | | important to her as a motivator than money. It reached |
| asked " When was the last time your leader ( | | | | her "inner soul". She felt more worth as a person not |
| President, CEO, CFO) praised your work? | | | | just an employee. |
| The response was mixed, at best. Many, if not most, | | | | Pay raises and bonuses are essential. But they may |
| couldn't recall the last time they were praised. | | | | can carry the same worth as when we receive |
| Those who had been recognized for their | | | | money and only money at Christmas. It can feel |
| accomplishments excitedly shared their experiences | | | | impersonal. The human connection is minimized or |
| and feelings of pride and self worth. Imagine, their | | | | entirely absent. The message of praise isn't delivered. |
| mentor and coach had taken of their valuable time to | | | | The highest paid, top 10% of performers who you may |
| single them out for recognition! Most times the | | | | want to elevated from managers to leaders need to |
| recognition was in public. It took the form of a well | | | | personally hear words of encouragement and praise |
| spoken word at a managerial meeting. Other times it | | | | from their executives. |
| was a well deserved expression of customer | | | | Praise needs to be timely, specific and genuine. Then |
| satisfaction. Still others a plaque or certificate of | | | | the employee knows you take their contributions |
| achievement. | | | | seriously and sincerely. |
| Whatever the venue, or the words, the praise added a | | | | Use the phrase "atta boy" often and with sincerity. The |
| bounce to the manager's step and reinforced their | | | | results are priceless. Sounds simplistic? Make this a |
| feeling of being wanted and needed by the employer. | | | | common part of your interpersonal skill set. We all |
| The others, and this was the majority of the | | | | need to wanted, praised, and appreciated. The |
| attendees- those who observed in silence, | | | | absence of the "atta boy" is very costly in human as |
| subsequently shared their envy for those who | | | | well as bottom line terms. |
| received recognition. Interestingly, many struggled with | | | | |