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Recognition & Appreciation

Throughout the years of our team recruiting, the #1 reason people tell us they leave their firms is because they do not feel appreciated. Employees love to get raises, trips and perks, but by far the most effective and least expensive tool you can use to retain employees is sincere appreciation.

Most people are not working because they have nothing else they would rather do; instead, they work to pay for the things they want to do. Sometimes employers forget that employees know they have to work, but they do have a choice as to WHERE they work. At the end of the day, feeling appreciated can make a huge difference.

For the most part, we all have the same hearts that we had when we were kids. Do you remember what it felt like when a loved one was proud of you? Saying, “thank you and you do great work” can bring back that same feeling. On another note, if your appreciation is fake and contrived it can have the exact opposite impact, so make sure you really take the time to catch your people doing things right, and don’t bother if you can’t even muster-up sincerity.

Praise in public/Condemn behind closed doors

Nothing will make an employee put their resume together faster than simple public humiliation, so no matter how mad you get, unless you want your employee to leave, AND those who are watching you, treat your employees respectfully in front of others.

The simple gesture of catching your employees doing things right will raise company morale and performance. When you applaud an employee in front of others, they feel good and others will seek the same approval. It is amazing how much lighter an office gets when everyone is trying to do their best.

On the other hand, if an employee is in need of improving their performance, it might be more difficult to praise them in public. If it is time to confront, please remember that good constructive management should NEVER humiliate the employee, NO MATTER how bad the situation has become remain calm and present in a way that allows the employee to receive the information and critical feedback.

If you need to address an issue, do it behind closed doors and stay on task. When addressing a performance issue please remember a few basic hints:
1. Stay calm and approachable
2. Do not have the meeting until you are in a neutral state (zero anger)
3. Use specific examples & seek to understand the situation
4. Avoid having them feel that their co-workers are conspiring against them (don’t use their phrases and feedback)
5. Do not make personal attacks
6. Confirm the employee understands and is hearing what you are communicating
7. Assure that the employee accepts responsibility and isn’t blaming others
8. Come up with a plan of attack & timeline for improvement
9. Make sure they have hope that if they improve all will be forgiven