Despite our efforts to recognize staff members for their outstanding work, the feedback we often get is that employees don’t feel appreciated enough. In other words, we appreciate our practice’s team members, but they don’t feel we recognize their work enough.
Apparently, this is not something unique to our practice. I’ve read research that shows that most employee leave a company because they don’t feel their bosses appreciate their hard work, commitment or dedication.
Research has also shown that when employees leave a job, many times it isn’t the money. Workers reveal that raises and promotions are great, of course, but what they would really like, is to feel valued. And not feeling valued enough is what led them to leave the jobs.
At the bookstore the other day, I came across a book titled The 5 Languages of Appreciation in the Workplace by Gary Chapman and Paul White. If you ever have attended a marriage seminar, you may have heard of Gary Chapman before. He is the author of the popular book The 5 Love Languages.
The title intrigued me so I bought the book.
The authors of the book discuss that in the work place, people have different ways in which they feel appreciated. Some employees like it when their boss acknowledges them publicly for a job well done, while others would prefer a gesture of recognition done privately.
Others feel appreciated when co-workers or managers step in to ease the burden of their work load, while others feel special when they are able to spend time with their bosses and be heard.
Another example the authors illustrate is the employee that is publicly recognize in front of the entire company time and time again for his outstanding work. During the recognition, his boss goes on and on about how great the employee is and that if it weren’t for him, the company would have failed in that area.
Sounds like a great way to show appreciation, right?
As it turns out the employee feels uncomfortable having the spot light shining on him and receiving public praise. His appreciation language is actually what the authors describe as “acts of service” which is when the person feels appreciated when others recognize the overwhelming amount of work he does and offers to help him out.
Understanding how each of your co-workers, team members, employees or partners are wired in terms of how they feel appreciated, is just one of the many ways that can help an organization increase the level of job satisfaction.
It also increases employee engagement by making staff feel truly valued. Not to mention that it reduces cynicism which creates a positive work and productive working environment.
I would encourage you to pick up the book. It was a very easy read and I’ve even started implementing some of the things I learned with great results. The book even offers a questionnaire for employees so that you can find out what is each employee’s appreciation language.
To learn more about this book, check out the link below: