The importance of appreciation

Jack Roy aspired to be a professional comedian. However, audiences didn't find him funny. He was even fired as a singing waiter and gave up show business, taking a job selling aluminum siding to support his wife and family. At age 40, he decided to give comedy another try, realizing that he lacked an on-stage persona that audiences could relate to, while distinguishing himself from other comics.

His self-deprecating humor and loser mentality was a huge hit with countless people who felt unappreciated and taken for granted in countless work environments. Jack Roy — or Rodney Dangerfield, as he is better known, coined the phrase "I don't get no respect."

Feeling unappreciated is nothing new. I was amazed to read that Gallup recently reported that only 15% of employees in the United States are truly engaged in their workplace. Yet nearly 70% of employees say they would work harder if they felt more appreciated.

Appreciation is an essential need for all of us. Feeling genuinely appreciated lifts people up and makes them feel happy. It also makes you happy when you witness how you made a difference in others' lives.

"Appreciation comes in all shapes and sizes," said author Glenn Van Ekeren. "Figure out what appeals to your individual team members. One size certainly does not fit all."

Van Ekeren says we should accept people for who they are — with all their blemishes, potential, quirks and unconventional approaches. "Celebrate that your team isn't comprised of clones, but individuals who all make a unique contribution to your success."

Create a culture of appreciation and start recognizing contributions as soon as you note them. This could be as simple as a verbal "Thank you," or a quick email to say you noticed their hard work.

Take the time to understand what makes each employee feel valued — public recognition, a private note or one-on-one conversation. Provide regular, constructive feedback that not only focuses on areas for improvement but also highlights what the employee is doing well.

Empower peer recognition by encouraging employees to recognize each other, such as peer-to-peer recognition programs or informal shout-outs in team meetings. Acknowledge both personal and professional milestones, such as work anniversaries, successful project completions or personal achievements. Organize team events or outings that celebrate the team as a whole.

Show your investment in their careers by offering opportunities for growth, such as training, workshops or mentorship programs. Keep lines of communication open. Let employees know how their work contributes to the company's success.

Recognition doesn't have to be expensive or elaborate. It is about making employees feel seen and valued for their contributions. 

Here's what motivational guru Dale Carnegie had to say on the subject: "Tell a child, a husband or an employee that he is stupid or dumb at a certain thing, that he is doing it all wrong, and you have destroyed almost every incentive to try to improve. But use the opposite technique; be liberal with encouragement; make the thing seem easy to do; let the other person know that you have faith in his ability to do it, that he has an undeveloped flair for it — and he will practice until the dawn comes in at the window in order to excel."

Retailing giant Sam Walton wrote 10 rules for success, and the Walmart founder didn't mince words when it came to being thankful. The fifth of Walton's rules is "Appreciate everything your associates do for the business."

I wish I could convince every business owner and manager to adopt that attitude. If you have provided the necessary tools that allow your staff to perform their jobs, and they have achieved accordingly, the next logical step is acknowledgement of their efforts.

The cost of praising someone is nil — but a recent study has found that the payoff can be huge. Employees want to be seen as competent, hardworking members of the team. Good managers want satisfied, motivated and productive staff members. What better motivator than thanking employees for their contributions to the company's success? 

Mackay's Moral: An appreciated employee is like a bank account; the more you deposit in terms of recognition, the greater the returns in productivity and loyalty.

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Harvey Mackay is the author of the New York Times bestseller "Swim With the Sharks Without Being Eaten Alive." He can be reached through his website, www.harveymackay.com, by emailing harvey@mackay.com or by writing him at MackayMitchell Envelope Co., 2100 Elm St. SE, Minneapolis, MN 55414.