The Art of Acknowledgement: Unlock the Potential of Appreciation.

If colleagues don’t feel a sense of appreciation, you know what they do… what I did.

In this post (click link):

• When employees aren’t appreciated.
  
• Why is appreciation critical?
  
• Recognize different things for different people.
• Appreciation creates a positive ripple effect.
• Demonstrate appreciation with C.A.R.R.E. 
• What can you do now to make your contribution count?

When employees aren’t appreciated.

The last time I was an employee, I witnessed a peculiar situation during our company meetings. A 10-year employee received all the accolades and recognition for being a top sales performer. Now, don’t get me wrong, they absolutely deserved it. But I, a member of the sales team for just a year, had generated the second-highest revenues out of a team of 15. And yet, not a single word of recognition or appreciation came my way.

So, what did I do? What many people do when they don’t feel the love.

I asked, “Where is the money?” 

Money (or other basic needs) will temporarily motivate when motivation, relationship, or self-actualization needs are not being met.

Colleagues reconfirm their commitment to the mission with every demonstration of authentic gratitude. Saying thank you can provide a contributor with a sense of purpose.

By Suzanne F. Stevens, Conscious Leadership and Social Contribution Cultivator, Founder, YouMeWe Social Impact Group Inc., Part of the Nobody Wants to Work Series.

Appreciation is recognizing someone for their behavior, actions, or impact. It is a vital element of optimizing a collogues’ performance.

So simple, right?

Then why isn’t it done more?

1.    Why is appreciation critical? 

According to a study conducted by Interact (pre-pandemic), 63 percent of employees complain about a lack of appreciation from managers. Astonishingly, 47 percent of employees actually leave their jobs because of this lack of recognition. It’s true what they say: people don’t leave their jobs; they leave managers. When appreciation is absent, the cost of losing talented colleagues increases as more money, time, and energy are needed to recruit and train new team members.

We can’t ignore the influence of external acknowledgment. We all have egos, and appreciation may motivate us to stay the course for more incredible things to come.

2.  Recognize different things for different people.

Incorporating appreciation into your organization’s culture can inspire those around you. Different things motivate different people, so it’s crucial to understand how to appeal to individuals. Combining rewards (gifts for achieving goals) and recognition (unexpected acknowledgments) creates a compelling way to attract, retain, and inspire stakeholders.

Recognition appeals to individuals more fundamentally, stirring emotions of pride, dignity, and acceptance. Everyone wants their contributions to be noticed, acknowledged, and appreciated, especially millennials who crave being part of a solution.

3.    Appreciation creates a positive ripple effect. 

Every action has a reaction, and when managers recognize colleagues’ contributions, the impact is immediate. Employee engagement increases by 60 percent, while 82 percent state that appreciation improves motivation. In fact, 78 percent of employees would work harder if they received more recognition from their employer. Engaged employees perform better, create superior customer experiences, and contribute to increased loyalty, ultimately driving profits three times faster than competitors. Additionally, appreciation positively affects the brain, increasing serotonin levels and enhancing interactions with colleagues, clients, and suppliers.

4.    Demonstrate appreciation with C.A.R.R.E. 

Appreciation needs to be shared and deeply ingrained in your organization’s culture. To effectively show appreciation, employ the C.A.R.R.E formula:

• Communicate it,
• Be Authentic,
• Make it Relevant to the individual,
• be Respectful, and
• Explicitly acknowledge the behavior you’re appreciating.

Encourage colleagues to acknowledge one another’s contributions and create an environment where appreciation becomes the norm. Remember, it’s not just about saying “thank you” but rather about making the appreciation personal and meaningful.

In a world where appreciation is often overlooked, taking the time to recognize and appreciate colleagues (or anyone, for that matter) can profoundly affect their motivation and overall performance. Lack of appreciation can lead to disengagement and the departure of talented individuals. By incorporating appreciation into your organization’s culture, you can inspire and retain top talent, foster a positive work environment, and ultimately drive better results.

In conclusion, recognition and appreciation are vital elements in optimizing your colleagues’ performance. It’s about creating an environment where individuals feel seen, valued, and motivated to contribute their best. By implementing the lessons discussed, incorporating the C.A.R.R.E formula, and being conscious of how you appreciate your team, you can foster a culture of recognition that will engage and inspire your colleagues for the long term.

So, let’s spread the power of appreciation and watch as it transforms our workplaces into thriving, motivated, and fulfilled environments. Because when colleagues feel valued, the possibilities for success are endless.

Let’s build a culture of recognition and create a work environment where everyone’s contributions truly count.

What can you do now to make your contribution count?

So, become more conscious about how, who, and when you appreciate your team. Implement the C.A.R.R.E formula to show genuine appreciation and watch as it spreads throughout your organization, engaging employees on a deeper level and motivating them for the long term. Remember, colleagues want to know their contributions count, so don’t keep it a secret—express your gratitude and keep them moving forward —purposefully.

I would love to hear how you recognize your employees. Please share below so we all can elevate our Conscious leadership practices. 

Let’s do this!

I’m Suzanne F. Stevens, and at YouMeWe Social Impact Group, we grow Conscious leaders, their businesses, and sustainable social impact. 

As part of our commitment to this mission, I invite you to complete a Conscious Leadership Assessment–to understand your conscious and unconscious barriers to reaching your full leadership potential.  

The best part is that it reveals the biggest barrier to reaching your FULL POTENTIAL—a $297 value with YouMeWe compliments. Visit https://youmewe.ca/conscious-leadership-assessment/ to gain access to this accurate transformation tool. Use Promo Code: CLAssessment2023.