Retain Top Talent

I thought this was a good breakdown of different elements of the language of appreciation. Most employees don't feel appreciated enough and most managers don't know how to appreciate their employees.

This article did a good job separating the ideas of recognition and appreciation. Sometimes, CEOs get confused over which one requires what tactics - or one gets ignored.

You know I'm a huge proponent of praise, recognition, and non=-monetary rewards to stimulate retention, engagement, and employee happiness. This article gives some good examples and shares some of the primary research around this topic.

Sometimes in the rush and pressure of business, we forget that we're dealing with human beings who require a little praise, empathy, encouragement, interaction, and kindness.

Although the author mentions a number of very simple things, like celebrating birthdays, I still find that many companies show tthat they don't care about their people by ignoring some of these most basic elements. 

Where are you on the spectrum of caring, empathy, and specific tactics? When I help my clients develop compelling advertising, one of the most common phrases they throw back at me is "we're a family oriented environment."

When I ask for a couple of examples of why they say that - all I get is a blank look. Can you back up your statements with examples about your culture, values, and how the company cares about the employees?

You probably know from my posts that I am a huge advocate of kindness, grace, appreciation, and gratitude in the workplace. I'm going to suggest that this concept is so far beyond most executives and CEOs that it could be coming from outer space.

The current generation of executives and many managers are indoctrinated from their bosses and mentors with the need to yell, scream, be angry, and show little mercy. They are rude, inconsiderate and don't really care about people in their actions. in most companies, there is very little appreciation, grace, and gratitude.

The challenge for most executives and managers is how to balance the need for execution and attainment of goals with caring about people through appreciation, grace, and gratitude.

Without the appropriate balance, it will be very tough to keep high performers in your organization in the coming years.

How do you do it?

An overwhelming number of ideas that you could you use to immediately boost employee recognition. Just pick one for an immediate impact.

Great set of statements that are compliments for co-workers. I frequently find that workers and managers don't know what to say to each other. It's not natural for most people to be sensitive, empathic, kind, gracious, generous, and positive in their feeback.

Imagine what your culture would be like if you trained your employees to use these words with each other? Could you quantify the leap in positive energy?

Good short perspective on employee engagement in Chief Executive Magazine. Bottom line - formalizing communication made a big difference. I assume it was along the lines of communicating vision, mission, purpose, recognition, and feedback.

It could also be along the lines of teaching/training managers to be coaches - how to listen, how to give praise, how to give feeback.

If you've been following my posts, you know that I am a huge proponent of showing praise, appreciation, gratitude, and recognition. Here is an article that highlights 6 simple and easy to implement tactics for improving retention.