Appreciation is the most untapped commodity we have as leaders and is available an infinite abundance. Tony Robbins refers to it as one of our most primitive needs as human beings, being appreciated.
We often think about appreciation as being an act of kindness or a gesture. As leaders, showing our appreciation can come in multiple way. Let’s start with two, Recognition and Coaching.
When we recognize someone and we are specific, intentional and timely, we are letting them know that we appreciate them. We are tapping into the core of the individual, giving them something that is far greater than anything that could be provided monetarily.
When we coach team members and we are specific, intentional and timely, we are showing them that we appreciate them, because we are willing to discuss with them an opportunity for their development.
Then why then so often, if we know the profound impact appreciation has on team members, can we go without saying anything? Why does it come last on the list and typically the least of importance when times are difficult?
Let’s take a look at this situation:
Have you ever made breakfast, put pepper on it and went to work. You met with your first client of the day, then met with your boss, then met with a few team members only to find out at 1 PM by John the maintenance guy that you have a piece of pepper in your teeth? When he told you, did you appreciate it? Was it something you wanted to hear? Did you quickly go through all the people in your mind that you met with that day and ask yourself why the heck did they not tell me? It made you mad for a little bit, but ultimately, you needed to know it? Everyone around you knew but you and because of John’s specific instructions, you were able to nail the perfect placement of the piece of pepper, remove it from your teeth and carry-on with your day.
I don’t know about you, but I would appreciate that moment. For John, it might’ve been somewhat uncomfortable, but he told you. It may have been a little hard to hear, but it was an improvement. That’s how it is when we recognize and we coach people. Sometimes when coaching, we have to be willing to tell things to people they may not want to hear, but need to hear. When we do it, we must do it from an appreciative standpoint. Letting them know that we appreciate them so much and that they may not be aware of this opportunity for improvement, but we’re going to share it so they can work on removing or improving it. While they may feel silly in the moment or even embarrassed, ultimately, they’ll come out of it feeling appreciated, because someone took the time to bring it to their attention.
Recognition is equally as important and often far easier to do. But how well are we actually at doing that? How good are we about being specific, intentional and timely when it comes to recognizing our team for their efforts?
Recognition cost us nothing but our time, energy and effort which is available to us in infinite abundance. Yet we’ll let it go, rendering it’s power useless.
Let’s discuss the power of the appreciation multiplier.
How many of you know somebody right now on your team that should be recognized or that you know you need to coach regarding an opportunity for improvement?
Write down the person’s name and specifically what you would like to say to them, for the appreciation multiplier to work, it must be specific, intentional and timely.
Write down how much that individual makes annually. Let’s say they make $50,000.
Option #1
Taking Action!
Now think, if you take action, on showing them you appreciate them, does that $50,000 now feel like $52,000 for the team member? How much more value do you think you can place on how they feel because of your action, 1%-3%, 5%.
Option #2
Not Saying Anything!
By not saying anything, what do you think the chances are of making your dollars or investment go further? What does $50,000 become? Doing nothing at best = 0%.
0% x $50,000= 0, when multiplied, you get nothing, not even the worth of their base pay from the team member because they do not feel appreciated. Studies show, no feedback has negative feedback.
If this does not resonate with you, maybe this will:
0
people leave their job each month because they do not feel appreciated.
We cannot overlook the fact that pay is ultimately one of the most important reasons as to why someone does what they do.
As a team member, how long do you feel the impact of a pay raise?
Studies have shown that a pay increase brings satisfaction for only three weeks to a month and by six months, the team member is already once again, living outside of their means and the pay increase makes little to no difference.
Let’s talk about Appreciation.
How long do you think team members value leaders for recognizing or coaching them for? Is it a month, two months or year? Let’s discuss.
Does anyone have a card from their previous boss or business that someone wrote thanking you for a job well done or coaching you, extending appreciation? How many years ago was this 1, 2, 5, 10?
Studies have shown that when appreciation is extended properly and it is specific, intentional and timely, whether for recognition or for coaching……… it is valued………… for a LIFETIME.
Imagine if daily we raise the level of conscientiousness about appreciation, how big of a difference could we make as leaders in our professions, family and community.
When we are specific, intentional and timely recognizing and coaching team members, it provides a multiplier value far greater than any compensation. Most importantly, when done correctly it provides a return. So NOW is the time to release your team’s potential!