How often does it occur that an employee or a team accomplishes a great task or is consistently performing at a high level? Inherently, people want to do a good job at work and please others. Yet research reveals: 75% of people wish they had a different job and the Gallup Poll stated, “80% of people will never use their greatest gifts at work”.

So how do you take yourself or your team from good to great? It’s pretty simple: default to what your mom always told you- be nice to others and say thank you! When someone puts in extra hours on a project, gets called in during vacation, or manages significant traveling schedules, simply give them appreciation. They have just gone the extra mile, so how about the organization reciprocating? Don’t fall over yet- I’ll explain the power of this investment!

Experts share, “an effective organization is one in which the employees are rewarded” …. it is through the strengthening of the human process/resource, that a better functioning organic system (the business) is able to achieve its objectives and flourish.* More simply stated, if investments are made in the individual the organization automatically wins big!

Implementing an Appreciation Initiative within your organization will impact your top and bottom lines simultaneously. How? Everything which occurs within your organization is driven and completed by an employee. If they are feeling appreciated, they will perform at a high level more often. The 4 C’s of Employee Satisfaction are key points of reflections when considering appreciation.

C1 Commitment: are employees engaged? What about performing at their potential?
C2 Culture: is leadership effective and is their support for accountability?
C3 Communication: is it open and truly robustly flowing in both directions?
C4 Compensation: how do employees perceive their pay, benefits, and perks? Is there a direct correlation between their responsibilities and their rewards?

With the major changes in the talent-pool occurring now, most organizations are seeking ways to make their offerings of employment a little juicier than in the past. What have your efforts been to date? If you are interested in exploring this further, I say, “Welcome, you are no longer trying to create new outcomes by using the same old tools”. This awareness is the first step to creating a thriving business for years to come.

* French, Bell,& Zawacki. 2005. Organizational development and transformation: Managing effective change.