Small Actions that signal appreciation

Many companies have employee recognition programs of some kind, but often they become just another box for managers to check. Instead of showing appreciation in a meaningful way, they are rote acknowledgements (e.g. a gift card for a work anniversary) disconnected from employees’ accomplishments. 
 
Writing in the Harvard Business Review, Kerry Roberts Gibson, Kate O’Leary, and Joseph R. Weintraub, all of Babson College, revealed the results of a project in which they engaged with employees and managers through focus groups, survey questions, and learning sessions. According to employees, here’s what managers need to do more often:
 

• Touch base early and often: Saying hello to employees and checking in with them regularly goes a long way.
• Give balanced feedback. Employees want to know both what they’re doing well and where they can improve—but they don't want both kinds of feedback at the same time.
• Address growth opportunities: Employees want to know what their futures hold career-wise.
• Offer flexibility in work arrangements: Employees see this as a huge sign of trust and appreciation.
• Make it a habit: Managers should try to build expressions of appreciation into their regular routine.

 
“The best part of appreciation is that it’s free and doesn’t consume a lot of time,” say the authors. “Anyone at any level can offer appreciation. It can be directed toward an employee, a colleague, or a boss. But when leaders get involved in the effort, a culture of appreciation spreads more quickly.”
 
When was the last time you expressed appreciation at work, and how did you do it? To join the conversation, click "comments" above.

---