Is anyone here getting too much appreciation?
What stops a Manager from giving appreciation to team members? It’s funny here in America. We don’t know how to receive appreciation and we don’t know how to give appreciation.
Here is what I hear:
I would give appreciation more often, but it sometimes seems shallow. I don’t know if it will sound sincere.
Sincerity has to do with “real.” Appreciation is sincere when it is real. Making appreciation real is simple. First, tell the person what you liked, admired or found interesting. Then tell the person WHY. Most managers leave out the WHY. Attaboys sound like Attaboys because they never tell you WHY.
“Thanks for a great job,” is an Attaboy.
“Thanks for a great job. The reason I say that is, I knew you were scheduled to leave early yesterday. Most would have thrown something together and left. You stayed and finished the details that made this a great job.” Now we have the WHY. Now we have sincere appreciation because it is real.
The way to receive appreciation is to simply say, “Thank you.” -TF
Hello Tom Foster. First off great job;)
…On this blog, your advice is clear, and concise , as well as short, and efficient. Not many writers can manage all four of these aspects.
I have a question though; what if a worker feels like they do not receive enough appreciation?
Personally, I’ve made very large contributions to projects owned, and operated by people I know, or am friendly with.
Many of these people are professional enough, and all of us work under the understanding that the work being performed is volunteer…
However, I’ve received maybe two messages of appreciation, which where the sum of less then one paragraph of text combine.
What would you do in such a situation? I enjoy working with my friends on these projects, and often give appreciation on their work, but the work in question is pressing on my personal time, and as stated before, I rarely see appreciation.
Regards
~James
Giving appreciation TIMELY is what I consider sincere and real. As manager, don’t wait until you meet your employee on the way to parking yard -or even worst, toilet, to give the appreciation they deserve.
In the other hand, I can suggest it is a good practice to share the appreciation among manager’s peers and also employee’s MoR. If manager is accountable for their subordinate performance, I believe s/he is also accountable to help her/his subordinate to build their performance portfolios.