They too become happier and it inspires the desire to help others. Those who witness the thanks also benefit. In addition, studies now support the fact that the benefits of saying thank you extend beyond the recipient and the giver. Saying thank you improves trust and bolsters relationships. This will in turn bolster culture and morale. Taking the time to focus on the good and not the bad leads to a positive outlook on life. It is linked to improved wellbeing, happiness, as well as improved physical health. When was the last time you genuinely took the time to show gratitude and thank employees for their great work? Perhaps it is about time you start writing those ‘Thank you’ emails to them.Īccording to research, saying thank you has benefits to both the person saying it and the one receiving the thanks. We are simply talking about how often you say a simple ‘Thank You’, and show that you appreciate their work. We are not talking about complex presentations or long detailed chats with them, either.
Post link.Organisations often neglect their employees after a long and tedious week at the workplace. Do you want your appreciation to lift the team up to do more or just further frustrate? Do you want your grateful words to be hollow or meaningful? Generations Culture, Gratitude, Leadership. Make your gratitude pay off with acceptance. Adding the reason for the good work and results will lead team members to want to do more as well as creatively solve future challenges. Go deeper than “job well done” in your gratitude.It may be a better way to get the results. Remember the previous point, and be open to new ways. If you see an approach that you might not agree with, then ask some questions to understand. Seek clarification on work that is being done.If the metrics show the right results, celebrate their efforts. If not, then set the direction, let the team do the work, and measure their success. If you want to dominate it all, then do all the work. Points of critique or suggestions should be given in terms of how it is affecting strategy or goals or as an open discussion to understand why certain things are being done as they are. Align suggestions to strategy and goals.Isn’t that why you hired them in the first place? Judge the “well done” part on the outcomes and defined metrics, not on personal preferences. If you want to say “job well done,” then let the individual and team do the job well, utilizing their talents, creativity, and abilities.
You have a way of doing certain things, and you are just pointing out how you would do things. What I mean by the complainer or “spoiled child” leader is that you are not basing your critiques or suggestions on strategy, goals, objectives, or real metrics. If you become one of these types of leaders, then anything good you say will be doubted and fruitless. What you cannot do is be the constant complainer or be the “spoiled child” leader. As leaders, you can challenge people, and you can hold people accountable. It lacks complete credibility, and you just wonder what is coming next. By the time the second, third, and fourth time, the “great job” words just fall onto barren ground, and you just roll your eyes when it arrives. You may not have this doubt the first time it occurs. Is it just an attempt to not beat you down completely? Are they just throwing you a compliment because they feel bad about what they have said in the past? “I’m the expert, and you really don’t know what you are doing.”īy the time you hear the last statement, you doubt the sincerity. “I can’t believe you are not doing these things instead of what you are doing.” “Why aren’t you doing X, Y, and Z? You should be focusing on my priorities.” Pick a time period – a day, a week, or a month, and here is what you may hear: It is ineffectual when the appreciation is sprinkled sparingly in a field of criticism and second-guessing. There is a scenario when it seems hollow and ineffective.
It is raises the individual or team satisfaction levels… usually. Receiving a “congratulations,” a “thank you,” or a “job well done” from someone is usually gratifying.
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