Grateful Leadership enables leaders to tap into the power of personal commitment and dedication by acknowledging people in an authentic, heartfelt manor. Inspire your team and bring out the best in your people by dramatically increasing this level of engagement, productivity, and willingness to take initiative.
Engaged employees work with passion and feel connected and loyal to their organization. This yields higher productivity, sales, and results. Leaders who model true acknowledgment behavior will inspire others to do the same and dramatically increase their teams and their personal levels of contribution, making the Power of Acknowledgment truly transformational.
Expressing appreciation and thanks such that your team member feels acknowledged and highly regarded has plenty of upsides. They are:
- It’s motivational. Employee surveys have frequently established that “pats on the back” are more motivational than pay rises (Graham and Unruh, 1990).
- It’s a feedback mechanism
- Putting “what’s working” on the table increases its recurrence, for sure.
- It generates discretionary effort
- It’s amazing how the going-the-extra-mile effort kicks in when the boss gives regular recognition and praise.
- It’s big-hearted
Every human being on the planet wants to feel valued and respected. It’s big-hearted, kind and considerate to help people meet their needs, isn’t it?
Authentically recognizing that your team member has done well will naturally have them feeling warmer toward you. The increased intimacy increases rapport and trust, characteristics that are clearly important in a leader-team member relationship.
Recognition and validation for what we’ve done, or for who we are, simply put, feels good—even to those who don’t look like they’d lap up this sort of validation.
The best way to acknowledge:
Typically when a person is acknowledged they glow internally. In fact the Graham and Unruh 1990 study revealed that the following four actions were in the top five of 65 possible incentives:
- A congratulatory note from the manager
- Verbal congratulations from the manager
- Public recognition of a job well done
- A morale-building chat with the manager
Isn’t it interesting that none of these actions are a big asked? And they don’t have a monetary cost either.
Think about each of your team members—and recall the last time you:
…said something positive to them about their work, their behavior or their practices.
…Publically recognized them.
…Sent them a congratulatory email or note.
Was it last week? Last month? In the last quarter? In the last year?
Are you one of the leaders who’s impressive when it comes to acknowledging your team members—or is there room for you to up your effort in this regard?