Changing the Appreciation Level at Work

Why did you leave your last job? Was it for more money? Better hours? A change in culture? Maybe you felt undervalued and unappreciated? If so, you were among the 79% of employees who walk out the door due to a lack of appreciation or meaningful recognition. 

Strangely, most supervisors believe they recognize their staff and express adequate gratitude.

While you may be tempted to leave, there is no guarantee the culture will be better at the next job. People aren’t perfect, hence neither are organizations. 

While it may be a challenge, why not attempt to change this disconnect. It is possible to improve the situation. So, before you jump ship, here are some things you can try to facilitate change.

Why the disconnect?

First, seek to understand. There are two main reasons for the disconnect.

One is the lack of consistent and purposeful recognition. Managers think the recognition programs they have in place are sufficient.

They schedule an annual dinner, pass out a few awards and feel they have satisfied their obligation to appreciate and recognize employees. It is a checklist rather than an ongoing endeavor or leadership style. Moreover, it only touches a few select employees—most likely the ones who receive accolades on a regular basis.

As a result, by acknowledging only the top achievers managers cultivate a negative culture. They overlook opportunities to encourage and improve the performance of all employees. 

The Cookie Cutter Approach

Another reason for the disconnect is the lack of meaningful appreciation. A supervisor that uses the same method to thank all employees overlooks the differences in appreciation languages.

What many leaders do not understand is that meaningful appreciation is an individualized effort. As Dr. Paul White and Gary Chapman point out in their book, The 5 Languages of Appreciation in the Workplace, employees respond differently to various types of appreciation. Change the way you show appreciation. It can make a huge impact on your relationships, productivity and the way you feel about work.

Creating Awareness

Chances are your supervisor is not aware of the type of appreciation that makes you want to jump out of bed each morning and rush into work with a big smile, eager to start the day!

In addition, you may not know what he or she could do to create that feeling of enthusiasm.  If you are not aware of your “appreciation language” then how can you convey it to others and expect a change?

Consequently, communicating how we want to be appreciated, starts with knowing how we want to be appreciated. You can take an assessment and explore the languages more deeply by engaging an Appreciation At Work facilitator and by reading The 5 Languages of Appreciation.

Here is a brief overview of each language.

The Top Three Appreciation Languages

The three primary ways employees want to be appreciated are through words of affirmation, spending time together and helping them through acts of service. Most likely, one or more of these languages are at the top of your list.

Wait! There’s more!

The remaining two, gifts and appropriate physical touch, are found in most organizations—meaning supervisors find it easy to give high fives, handshakes, donuts, bagels, pizza parties and the like.

What says, “I appreciate you.”

And what type of recognition does not float your boat? It is worth exploring if you hope to change the culture.

You, your supervisor and your colleagues, can help each other improve the workplace by knowing what type of appreciation is most meaningful to each of you.

Finally, it is equally essential to understand meaningless appreciation that could be detrimental. For example, giving chocolate to Kelsey, who is trying to lose weight, is NOT showing appreciation. 

Also, spending 30 minutes visiting with Jesse who is trying to complete a time-sensitive project is NOT meaningful appreciation. In both instances, the results of these actions may feel insensitive and thoughtless.

Words of Affirmation

Would you like to receive a thank note, an email or a verbal thank you when you achieve success? Do you feel good when someone encourages and affirms your idea?

Do you enjoy receiving accolades and public recognition?  If so, words of affirmation may be at the top of your meaningful appreciation list.

Do you enjoy the praise but the thought of public attention strikes fear and trembling in your heart? Then you need to let others know that you appreciate their thoughtful and encouraging words but you prefer to receive them privately.

You can help change a well-intentioned act by communicating your feelings in a kind way.  

Acts of Service

Do you appreciate sincere inquiries like, “How can I help you?”

Do you wish your boss or colleagues would help you with specific projects?

If so, your primary appreciation language could be acts of service.

Quality Time

Would you like to go to lunch, sit down with the boss or your colleagues and NOT talk about work? Possibly you want to discuss projects outside the office, in a different environment?

Would you like to participate in a fun activity with your teammates outside the office—bowling, laser tag, or softball/baseball?

If you want to spend more quality time with your boss and colleagues, then this may be your preferred appreciation language.

Does it really make a difference?

Learning what type of appreciation is meaningful to each person makes work more enjoyable. Taking time to discover your appreciation language and that of your colleagues and supervisor helps everyone succeed.

The ability to express meaningful appreciation saves the company time and money by eliminating unproductive attempts to show appreciation that is not appreciated.

Statistics show when companies communicate appreciation to their employees in a purposeful, meaningful way, the return on equity and return on assets increase while operating costs decrease.

What to do?

Finally, bringing about change is a gradual process. Be patient. Don’t give up if you fail to see immediate results.

• The best way to bring about change is to develop and maintain a spirit of gratitude.

• Being grateful is the quickest way to improve the culture in your workplace.

• Start by showing appreciation to others. Often, change begins from within.

• Introduce The 5 Languages of Appreciation in the Workplace to your colleagues and supervisor. Discover which method of appreciation is their primary language.
  

• Have a conversation with your supervisor. Be sure to let them know you appreciate their efforts. Your goal is to make their job easier by letting her or him know what is most meaningful to you and helping them increase meaningful appreciation.
  

• Ask about engaging an Appreciation At Work facilitator to delve deeper and discover specific ways that each one likes to be appreciated as well as ways to implement meaningful appreciation and recognition.
  

• Join the committee that plans recognition or company events. If it doesn’t exist, ask to start one. Use this study to introduce the importance of meaningful appreciation.
  

I challenge you to try one or more of these actions. Who knows! You may start a trend that improves the workplace for everyone!

LaDonna Greiner is an author, photographer, speaker and life-long student of gratitude. Her book series, 21 Reasons to Say Thank You, offers real-life examples and suggestions to help you discover the power of gratitude and act on it. She is a Certified Facilitator for Appreciation at Work and a frequent speaker who coaches audiences and individuals on how to live a more fulfilling life through gratitude and appreciation. You can reach her at LaDonna.G@21Reasons.Life.