Appreciation is base of motivation

  • Be specific — articulate the behaviour or action that is worthy of appreciation with clarity so that you can get the same behaviour or action again. Vagueness and unclear compliments do little for setting expectations that people can aspire to.
  • Be timely — attempt to show appreciation as soon as possible for the action that has impressed you. The further the lapse in time between the action and the appreciation, the less the impact it will have to motivate the team. Showing appreciation almost immediately reinforces good behaviour.
  • Be fair — consistency and purity of intent are essential here. If you show appreciation to one employee and fail to show appreciation for a similar action or behaviour from another employee, you will be sowing the seeds of bad morale and feelings of favouritism. Also, don’t muddy the appreciation waters with “other issues” communication — keep it pure.
  • Be public — if possible, use a public platform to highlight the good behaviour or actions, especially those where other managers themselves are present.
  • Be rational — relate the impact of the actions or behaviour on the company and that the team is thus valued and have made worthy contributions. Attempt to demonstrate the effect of the good behaviour or actions so that the employees know that they are making a difference. This gets them out of bed in the morning.

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Jonathan Mills

Jonathan Mills

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Jonathan has spent over 30 years focusing his efforts on developing people throughout the world. He believes that people have the most impact when stretched.