Now that I’ve completed my summary of the Teamwork Survey results, I wanted to talk a little more about the factors that are important to employee engagement, which is very critical for employee retention. My survey included a ranking of these five factors: Appreciation, Company Culture, Inspiration and Communication, Manager Working Relationship, and Transparency and Honesty.
Since appreciation was ranked as the top factor for keeping employees engaged, I am going to take a deeper dive into what it is, why it is important, and strategies to incorporate into your appreciation plan. In this blog, I will focus on, “What is appreciation?”
Surprisingly, only 12% of people say that they would leave for more money. They place more value on having recognition and appreciation communicated than they do on what they are being paid.
First, it is key for you to understand what the goal of appreciation is.
The goal is “to create a healthy, well-functioning organization.” The idea behind it is to create an environment that is conducive to cooperation, motivation, and positivity, all of which enhance a team’s ability to work well together. In this type of environment, tasks are completed, goals are achieved, and problems and challenges will be addressed more effectively. Ultimately, when team members feel valued, they have a greater commitment to the organization and are likely to perform at a high level.
Appreciation is more than just a “thanks.” It should be done on an individual basis, not globally. It should be personalized, genuine, and delivered directly to the recipient. It is not the same as employee recognition. In order for it to be impactful, it needs to have value to the recipient; it needs to have meaning to the employee. I’ll talk a little more about what that looks like in my upcoming blogs.
In my next blog, I will discuss why it is important to show appreciation in the workplace.
(cite source – The 5 Languages of Appreciation of the Workplace https://www.youtube.com/watch?v=s80uACrV0lg)
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