Why and how can managers practice thankfulness with employees? As we move into the season where saying thanks is more top of mind, how can we use that as a catalyst for better ongoing communication with our staff?
Who doesn’t want to work in a positive environment with individuals who are happy to be where they are? Managers play an integral role in developing this type of culture. Incorporating thankfulness can help!
So what does this mean? Shouldn’t they be thankful they have a job? Can’t they just do their work and be happy? Well, of course, that can be part of it but think of how it feels when someone offers you genuine appreciation for what you do. When is the last time you thanked your staff for something they’ve done? Each person brings their own individualized skills and talents; pointing that out and expressing your appreciation for that skill can encourage them to keep it going or even make improvements.
If we go along each day and only point out problems, that will be the emphasis for our employees. Pointing out the positives can lift the mood, increase productivity, and encourage them to strive for additional recognition. In addition, inspiring staff to complement each other can help deter the gossip and politics that can otherwise develop.
Try saying something positive each day to employees regarding their efforts. See how that changes the reactions and motivations for your staff, especially if that has NOT been your methodology in the past.
Being positive and saying thanks does NOT mean employees get a free ride. If you have an employee who doesn’t produce or violates policies or whatever the case, that should be addressed. But remember it’s their choice to act contrary to business expectations just as it’s their choice not to work in YOUR business if they continue to act that way. Make expectations clear.
Saying thanks is a good thing to do and benefits you and your staff.
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