Research in America has shown 64% of working Americans leave their jobs because they don’t feel appreciated, while Gallup research shows that 70% of working Americans say they receive no praise or recognition on the job.
Other research in the UK shows that “appreciation for a job well done” ranks highly as a key motivator in employee surveys.
Bearing all this in mind, why are we so poor at it?
How often do we think about how and when to give praise and to recognise people for a job well done?
I once worked with a manger who never gave praise to people working for him. When I asked him why he never congratulated people on achieving a certain task or goal, his attitude was, “well why should I, they are only doing the job they are paid to. Hitting that target is nothing special, it’s what is expected of them.”
He was very good at catching people doing something wrong though, and very quick at pointing it out to them.
When you do give praise to someone it can be surprising just how motivational it can be. In order for it to have maximum impact it needs to be specific and delivered as quickly as possible after the event or action occurring. Explain how when they did x, y happened and this was the positive result. When someone understands why they are getting praise and for what, they will tend to want to repeat that behaviour in order to receive similar praise and recognition.
People, be they employees, customers or friends, want to feel valued. When was the last time you expressed gratitude for a job well done?
Here’s David Brent trying to give some praise and recognition to Dawn in her annual appraisal…..
“pipe dreams” are good….