Appreciation is one of
the most powerful tools to motivate anyone but the fact is it’s “the least used” tool in workplaces.
During my interaction with the Entrepreneurs, CEO’s and top level management
people I found some common fears for not appreciating their employees.
2. No. of employees (Strength)
3. No. of employees to be motivated
4. Budget for Appreciation
1. Realistic:
Appreciation should be realistic. If over done than it loses its credibility. If you praise people for ordinary performances just for the sake of doing it, it will lose its effectiveness as a motivator.
2. Transparent:
The performance parameters and criteria’s should be declared and there must be transparency in the selection of employee for such appreciation. Non transparency and ambiguity may lead to de-motivation in many and go against the organisation.
3. Spontaneous:
Delayed appreciation loses its impact. It should be done regularly and as per the plan.
Appreciation at the right time will motivate the person.
By Kamal Dabawala
Founder – Continuous Learning Pvt. Ltd.
International Training Fellow, JCI Training, USA.
“He is
paid to do this, what’s the need for appreciation”
This is not a valid
argument for not appreciating someone. Everyone works for salary but they do
need appreciation for their work. “Appreciation of work done” was ranked 2nd
in one study after “Interesting Work” and ahead of “Good Pay” and “Job
Security”. Even if someone is paid he needs to be appreciated which will keep
his motivation level high and help him to maintain the same performance in
future.
“It
will spoil a good employee”
This is only a myth
that when we appreciate someone it will spoil him. If the appreciation is
balanced than it will actually help to sustain or improve the performance of an
employee. Appreciation will work as a feedback and let the person know if he is
in the right direction. Criticism is also required when things aren’t going
well but it should be constructive. At least one should avoid inventing areas
of improvement that don’t exist.
“If
you praise an employee, he'll expect more money.”
This is possible but
the argument is easily countered if we look at it from a different view point.
When an employee asks
about a possible hike in pay it’s an opportunity for you to share with him the
financial drivers for your business. You can show him how the firm's operating
expenses and its revenues tie together—and most important, let him know the
specific results that would make bigger salaries possible. So in fact this may
lead to increase in sales, a reduction in costs, or both. The more specific you
can be, the more your employee will understand where his paycheck come from,
and what he can do to influence his earning power.
It’s true that we
should not keep on praising people all the time and you should never praise
people when they don’t deserve it. But definitely your employees like to know
what they’re doing right. An organisation should develop and declare their “Appreciation
Policy” keeping in mind following factors:
2. No. of employees (Strength)
3. No. of employees to be motivated
4. Budget for Appreciation
To get the best results
effective Appreciation Policy should be based on following principles:
1. Realistic:
Appreciation should be realistic. If over done than it loses its credibility. If you praise people for ordinary performances just for the sake of doing it, it will lose its effectiveness as a motivator.
2. Transparent:
The performance parameters and criteria’s should be declared and there must be transparency in the selection of employee for such appreciation. Non transparency and ambiguity may lead to de-motivation in many and go against the organisation.
3. Spontaneous:
Delayed appreciation loses its impact. It should be done regularly and as per the plan.
Appreciation at the right time will motivate the person.
By Kamal Dabawala
Founder – Continuous Learning Pvt. Ltd.
International Training Fellow, JCI Training, USA.
