Tag Archives: Recognition

Is Employee Appreciation Day Coming Up?

gift box on wooden table on natural sunny background

gift box on wooden table on natural sunny background

Christmas and the end of the fiscal year are fast approaching. That has a lot of people thinking about “employee appreciation.” Visions of parties, bonuses, promotions and sugar plum fairies are dancing through senior managers’ heads.

Parties can be a lot of fun, especially when people already feel good about each other and the company. Bonuses and promotions are fantastic, but they can be as elusive as sugar plum fairies as well. That’s okay because while parties, bonuses, and promotions are nice, they don’t always speak “I value you,” as much as you might think.

So, what can a manager give to show appreciation?

Give SUVS

Managers, or anyone for that matter, can always give the gift of SUVS. It doesn’t cost much, if anything, at all. In honor of Employee Appreciation Day 2015, the Kronos Workforce Institute commissioned a survey of U.S employees. They found that what most people want in their workplace stocking is recognition for what they do. More than anything else people want others to see and appreciate that they are: 1) doing a good job like 90+ percent of the time, and 2) that their valued talents are contributing to the company’s success.

The Key to SUVs is:
See the people around you notice how they are made and what they contribute to the work community. This is easier said than done. The busyness of work and preoccupation with our own wants are formidable barriers to noticing others.

Understand: Study people to learn their motives, values, talents, and their Languages of Appreciation. Be curious about what you notice and explore it rather than glossing over it.

Value: Many of us are inclined to critique others, especially when they are not like us. Since there are about 7.3 billion people in the world, this is an inherently flawed approach. We have generational differences, gender differences, personality differences and dozens of different differences! While there are most certainly things that are morally right and wrong, good and bad, better and worse, many of us confuse our likeness as the standard. It is far wiser to look for the beauty in those differences.

Savor people like a fine wine. Just like fine wine, I am told, people are complex. There is much to enjoy about them if you take the time to dwell on their fine qualities.

The great thing about SUVS is that you can’t give it just at the Christmas party or just on Employee Appreciation Day.  It takes time to See, Understand, Value and Savor people, and when you do gratitude will flow naturally from you. Hopefully, you will be able express it in a Language of Appreciation that people understand!

Feedback, The Breakfast of Champions

The other night I watched two teenage sisters shine. They shined so brightly that their audience beamed with pride at their character and accomplishment. The girls volunteered to make a presentation and be coached in front of roughly fifty adults at a meeting of the Institute for Cultural Communicators (ICC). After diligent preparation and no small amount of creative labor, the girls stood in front of their audience ready to deliver their performance. What happened next reminded me of a paper my wife wrote entitled “Feedback: The Breakfast of Champions.” The girls confidently delivered their presentation. Then they consumed enough “breakfast” for a team of champions. Again and again they performed and consumed, performed and consumed. It was beautiful– and so were they.

With each cycle their presentation improved. The girls listened carefully and graciously, though it was no doubt trying to be jostled around by such direct feedback– don’t do that, try this, now this… In the end, the performance was greatly improved and so was, I believe, the audience. We, the audience, witnessed two young ladies gracefully accept and respond to a public critique of something they personally created and performed. The contrast with the adult workplace was glaring, at least to me.

As I reflect on the contrast and draw on my years of experience, here is what I see.

ICC Workplace
Interdependence Autonomy
Feedback is expected and wanted by both parties Feedback is threatening to both parties
Feedback is essential to the process Feedback is an exception to the process
Critics are viewed as partners Critics are viewed as rivals
Accepting feedback is sign of character Accepting feedback is sign of weakness

I doubt that these girls have always taken feedback so well.  Most people don’t.  But I am pretty sure I know how they got to this point:  Their goal is to improve, and their learning process is collaborative. Twice a month they gather with other students and adults to work on their communication skills.  In those sessions they routinely give and get feedback just like breathing– in and out, give and get—and the results are exceptional.

…I wonder what would happen if adults in the workplace did the same thing