In order to stay viable and competitive in a constantly evolving marketplace, it is imperative that we get the most out of our resources. Organizations both public and private have streamlined and downsized requiring that they be more efficient in every facet of business practice.
Everyone is stretched thin. How is it possible to get more out of the people who work with us and for us without having the entire system melt down in a pool of exhaustion?
There is a rich and underutilized resource that is available to everyone, whether you are a senior executive, a middle manager or any one of the invaluable employees or partners. That resource is the power of encouragement.
Before you dismiss this as pabulum or psychobabble, let me assure you that there is extensive empirical evidence and hard science to back up this assertion. I have referenced these at the end of the column.
Look around your workplace and pay attention to the atmosphere. Does it nurture creativity, problem solving, and collaboration? Overall, do people feel valued for what they contribute – for who they are and what they do? These are very important questions because we spend the bulk of our time and energy in the workplace.
I have had the privilege of working one-on-one with CEO’s, upper managers, mid-managers and many of the troops in the field. One of the constant complaints I hear from people is that they do not feel appreciated and/or acknowledged for what they do and who they are.
Is this rampant egotism and merely looking out for #1? Absolutely not. One of the strongest human needs is to feel we are making a difference. We need to believe we have something to offer of value in reaching team or individual goals.
Consistently people rate recognition for and acknowledgement of their contributions to be the main reason why they enjoy their jobs or, if it is missing, why they don’t like their jobs. This is irrespective of job title, salary, or position on the organizational chart.
Many employers believe, “Well, I pay you a salary. That is encouragement. It should be enough.” True, the primary reason we show up at our jobs is because we are paid to do so. However, that is not the reason why people excel, why they express themselves creatively or go beyond the call of duty to extend remarkable customer service.
As an employer or manager, make it a point to catch your employees doing something right. Look for opportunities to let people know how much you appreciate their efforts and contributions.
Don’t wait until the end of a project or after the person is fully trained or performing at a high skill level. If you encourage along the way, as people are learning the tasks you want them to learn, you will be delighted how quickly and enthusiastically they will move toward competence and beyond. For more on this, dust off your old copy of The One-Minute Manager. It’s all in there.
Encouragement can often be as simple as saying a genuine, “Thank you.” Not the kind of thank you mumbled into the mass of paperwork on your desk. Instead, stop, look up, make actual eye contact, and sincerely say, “Thank you.” Say this to people who are doing exactly what they are supposed to be doing. Not something special. They are doing their jobs. You will be amazed how this little investment in time and effort can pay off.
You don’t have to be the owner or CEO of an organization to make a difference. The negative effect of an employee who gripes and complains most of the time, is readily observed. The negativity and loss of morale quickly spreads throughout the organization.
The converse is also true. A positive effect can be spread through encouragement, support, and cooperation. Working to create an environment where encouragement is more widespread is good for business. You will see increased collaboration, productivity, loyalty and morale.
Whatever you pay attention to grows. If you focus your attention on what is missing or what goes wrong, you are staying in the problem and that grows. If you give more attention to what is going right, to what people do well and where their strengths are, these grow.
If you want a resource that will give you further tools to use the power of encouragement, try googling “Marcus Buckingham.” Companies from all over the world are applying his principles and flourishing. Also, google “Appreciative Inquiry” and you’ll see the increasing body of research pouring in from all over the world.
The power of encouragement can truly change the world for the better. You will see the return on your investment in extraordinary ways. It’s good for people. It’s good for business. It’s great for the bottom line.
Dennis Tardan is a communications consultant and empowerment trainer. His passion is helping people to communicate their core messages with greater clarity, effectiveness and confidence. His company is Tardan Professional Development and he is based in Texas, USA. www.tardanprodev.com |
