The note is from his manager, acknowledging his anniversary
4. If you haven’t been focused on showing your employees appreciation, don’t overcompensate for it; chances are, they’ll see your efforts as insincere. Instead, let them know that you’re working on developing your gratitude skills as a leader. Take time to ask how they’d like to be recognized. Some may enjoy being thanked publicly, while others will bristle at the idea. The key is to know your employees’ individual preferences.
Making Appreciation Easy and Contagious
The best part of appreciation is that it’s free and doesn’t consume a lot of time. Anyone at any level can offer appreciation. It can be directed toward an employee, a colleague, or a boss. But when leaders get involved in the effort, a culture of appreciation spreads more quickly.
One thing that helps is getting together with other managers to discuss gratitude strategies that have worked well (or haven’t). If you’re a manager, consider partnering with one or more peers to exchange ideas and create accountability for your efforts.
At the end of the day, building a culture of appreciation comes down mostly to a lot of small commonsense practices: Not taking your people for granted. Continue reading “Sudden or unexplained shifts in your appreciation practices”