Does Appreciation Really Matter?

Ask ten people what motivates them to come to work every day and you might be surprised with the differences in their responses. Some will quickly state that it is money or that they need a paycheck. Of course nearly everyone active in the workforce probably needs or has some use for the money they earn, but why else are they coming to work every day? Does appreciation matter?

Many of the leadership seminars that I deliver have a component that addresses motivation. When we start to dig deep and really ask some tough questions about motivation we often end up talking about appreciation. Sure, we have the usual conversation about money, feeding the family, and simply earning a living but don’t you think that there is something more? I know I do, and after asking some very pointed questions during many different seminars and coaching sessions I’ve learned a few things about motivation.

Sometimes it is not so much about what you know or don’t know, but it is about how you illustrate, demonstrate, and execute your leadership role day-in and day-out. You can know everything in the world about motivation, but if you don’t execute properly none of that knowledge will matter.

Truth

It’s not uncommon for me to state in my opening comments at leadership seminars that some of what we will go through during the next few hours will probably not be totally new, and there will not be any rocket science. What happens next is sometimes amazing, because now they are seeking the answer to the question that is burning in their minds, “If I’m not going to learn anything new, why I am here?” The answer is easy. Certainly there will most likely be some new items that reach out and grab them, but what will really make a difference for them, what they will learn that is new, is not so much about the content as it is about the content being applied. It will be about their execution.

Many well-meaning supervisors or workplace leaders know the best methods. They just don’t practice them. Often the higher up the organization ladder they climb or the longer they’ve been in the role, the more they forget about or lose touch with the most basic drivers of motivation, appreciation, and respect. Certainly this is not everyone, there are plenty of really great role models at all levels, but it is not uncommon to find many who have lost touch with the execution and the magic that makes the difference between being an enforcer of the rules and being a leader.

Appreciation

Nearly every workplace has its share of people challenges. Those who are in supervisory or leadership roles of any capacity have some responsibility to help manage motivation, improve employee engagement, and develop a well-respected and admired organization culture. Often people throw money at problems, and often some of those problems can be fixed with money. Not necessarily true when it comes to motivation. Sure a raise will temporarily make a difference and so will scaring them with firings or layoffs, but neither of those will build the kind of relationships or culture your team needs to be competitive today. Often, the single biggest thing that you can do is increase appreciation.

Execution

Congratulate employees for completed work, thank them personally for being committed to the team and for their efforts, demonstrate how proud you are of the work that they do and how they make a difference. Help them to understand their purpose with the organization and how important their individual contribution is to fulfilling the organizations mission. Many things are blamed as the root cause for employee dissatisfaction or turnover, but the one least discussed by the management team is the amount of respect and appreciation that each employee needs or feels.

Sometimes appreciation really does matter.

– DEG

See also: 10 Ways to Express Employee Appreciation

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

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