Managers have an important role in providing recognition to their team members.
Next to formal reviews and rewards, informal appreciation in day-to-day work is as important.
But not all forms of appreciation are likely to be equally impactful. Here’s why.
We all have our own preferences when it comes to feeling truly appreciated. This means, as a manager you need to tailor your approach.
Gary Chapman and Paul White have identified different languages to express appreciation in the workplace.
Here’s how to handle the four languages that are preferred by 99% of the workforce:
1) Words of affirmation (46% of workforce). You verbally express what went well. Here the key is to be specific, timely and to choose a channel that works for the receiver.
2) Quality time (26% of workforce). You give someone your full attention. E.g. via regular and sincere check-ins, or through a mentorship.
3) Acts of service (22% of workforce). You do something for the other person. E.g. check whether someone needs help, taking on a task when someone is overwhelmed.
4) Receiving gifts (6% of workforce). You give someone a gift. E.g. you give something small that you know is meaningful to that person (even if it’s just their favorite snack).
I’d like to invite you to take a minute to reflect:
❔ What is your preferred language of appreciation in the workplace?
❔ How does your manager show (informal) appreciation to you? And does that resonate with your preferences?
❔ How do you tend to show appreciation to your team members? Does that match their preferences?
The better we know ourselves and each other, the more likely we are to give appreciation that is well received.
Based on: The 5 Languages of Appreciation in the Workplace (Chapman)
