July, 2007

Giving Thanks

Catch someone doing something right—and watch the benefits grow. 

By Tom Fife

As I began the section on teamwork and coaching in one of my seminars, I asked my standard question: “Has anyone done a good praising lately that you would like to share with the class?” Usually, no one raises a hand, so I follow that question with, “Can anyone remember doing a reprimand lately?” (I always get many attendees who remember doing those!)

But this time, to my happy surprise, one of the participants raised his hand and began waving it enthusiastically in response to my question about praising!

Bill told the class that he used to feel that his company did a good job of involving their team in many good practices—so they were all surprised when an employee survey revealed that the team listed a lack of appreciation as their No. 1 concern.

Bill, his fellow managers and the company owner were shocked by how many of their people felt praising was the area that most needed improvement. Bill explained that the management team then discussed whether or not employees needed to be thanked for what some managers said was just doing their job. Those managers likened saying “thank you” to paying an incentive for what people were already being paid to do.

Bill let us know that after that discussion, his company decided to make a concerted effort to praise their teammates whenever they saw an opportunity. “It’s a priority now, and it’s working wonderfully. The atmosphere is lighter; people seem to feel more appreciated, and company self-esteem has never been better. It has made a huge difference to us.”

Bill added that, “We just couldn’t imagine praise would be so important to our people. It was uncomfortable at first, but now it’s natural and it makes us feel good. It’s a true win-win situation.”

Appreciation for a job well done remains high on the list of what employees want in their work today. In a national survey, it was the second most important aspect of working for the workers surveyed. I guess it should come as no surprise to us that getting thanked makes our teammates feel as good as it does when we are thanked ourselves.

Praising is motivation as well as recognition for a job well done—when it is done properly. Unfortunately, praising isn’t done nearly as often as it is needed or warranted. We find ourselves pointing out many things that need work, but forget to use this simple and effective method to reinforce the extra effort, positive action, and good decision-making that make a team a “cut above” the rest.

To insure a praising is a positive reinforcement, it should be immediate and specific. Some may think that saving up praise or praising later down the road is going to have the same effect as a timely “Thanks!” that notes the specific good deed done. But people who hold back on immediate praise may be viewed as “out of touch” or “insincere.”

There are other pitfalls that can turn a praising into a negative experience. Avoid these to insure your praising is productive:  

• Saying, “That was good, but...”

• Criticizing along with thanking

• Assigning more work at the same time

• Saving up praise

• Being insincere

Teach and train praising as a useful tool in your company culture. Making time to note what praise was given and how it was received should be part of every manager’s or supervisor’s meeting agenda. The more emphasis we place on praise with our team leaders, the more quickly it will be embraced as a valuable tool.

Oh, and guess what happens when you praise someone else? You feel better yourself! We all need to address postive happenings in our day; it helps us stay positive toward others as well as ourselves. Enjoy catching people doing things right and then let them know about it as often as you can.

You can’t praise too much.

Praising others for success is catching, and it brings along with it a happier and more successful climate in which to work and grow.

If I can help, just holler.