A Gallup State of the Global Workplace report shows global employee engagement has declined, according to Fast Company. So what factor can be crucial to keeping employees engaged? Genuine appreciation.
Leaders who consistently show true appreciation for their teams can inspire engagement and excellent performance. Fast Company shares the following ways to recognize and appreciate employees.
- Understand the neuroscience. Appreciation feels good and can change the brain, boosting creativity and collaboration. Incorporate small moments of recognition and appreciation into daily routines. Amy Brann, applied neuroscience expert and founder of Synaptic Potential, says: “Expressing appreciation boosts dopamine and serotonin in both the giver and the receiver, activating brain regions associated with motivation, connection and emotional regulation.”
- Make it safe, human and consistent. Employee appreciation does not need to be about grand gestures. “It’s about the small, consistent actions that show people they’re truly valued,” says Ella Davidson, founder of The Book Publicist. Check in regularly with team members on a professional and personal level. Be supportive, and show appreciation for actions beyond a work checklist, such as an employee who handles a difficult situation. Regular appreciation helps create a culture where people feel safe and leaders are trusted.
- Hardwire 360-degree gratitude in daily habits. Appreciation should not just come from leaders. It is important for team members to appreciate and recognize the big and small things their co-workers do to contribute. Regular appreciation helps to inspire feelings of appreciation in others.
- Broaden the spotlight. Sometimes, it is the loudest voices that get the most recognition. You can have small meetings that solicit opinions and recognize good ideas. Ensure everyone gets a chance to speak.
- Praise thoughtfully, not excessively. Praising too much can lead to appreciation losing its meaning. Praising when it is unexpected can be especially meaningful. It also is important to realize how the use of praise should be adjusted for different people; for example, newer employees may value praise more than experienced employees. Nik Kinley, leadership consultant and author of “The Power Trap,” says: “Praise usually has more impact when given for simple tasks rather than complex ones. It also always has more value when given publicly, even if the individual being praised feels embarrassed by it.”
