The Power of Thanks

The Power of Thanks

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MD Michelle Mellor and Head of Recruitment Helen Jackson appreciate the importance of saying thank you!

Sometimes, Managers forget that many people at work are motivated by a lot more than just cash.

When asked what makes them feel valued and appreciated, often employees don’t mention things like salaries, pension schemes or health benefits. Their answer tends to be more about how they are treated.

One in five employees work for a Manager who never thanks them. If an employee doesn’t feel that their needs, opinions, feelings, career aspirations and professional development are being looked after, then remaining motivated becomes an issue.

Employees feel that having their voice heard is extremely important, as is knowing their ideas are at least given some consideration. A small courtesy like being praised or given thanks for their efforts or being spoken to with respect have a huge impact on their attitude and motivation.

Many organisations have realised the effect the power of thanks can have. Actively rewarding and thanking their staff directly boosts motivation and morale, and therefore creates a positive and productive atmosphere. By creating a good feeling and driving loyalty, staff will want your organisation to succeed as much as you do. Everyone feels an overwhelming sense of teamwork.

In particular, those organisations working to tight budgets have learnt to engage, recognise and reward employees through alternative methods such as open communication, cost-effective training opportunities and giving lots of verbal praise and thanks.

 

Remember: rewarding should never be about compensating for what has been done, but rather showing appreciating for what has been handled well.

Organisations who have taken the time to create this kind of working environment find their employees feel positive about their workplace culture and appreciated for the work they do.

By creating an environment people want to work in, your employees will be enthusiastic about performing to the best of their ability, because they believe in the ethos, approach and vision for the organisation they work for. They know their performance will be recognised.

Recognising and rewarding employees doesn’t have to be expensive. Sometimes the small gestures can mean the most. Organisations just need to find the right balance for their employees and their budgets.

Some simple examples include:

  • Food and drink – sandwiches at meetings, pizza on a Friday, thank you chocolates for a job well done – these all make a difference!
  • Public and Peer recognition – mentions and photos in newsletters or on websites makes employees proud of what they’ve achieved. Display feedback from clients or colleagues.
  • Cards – sending a birthday or special occasion card is a small gesture, but will mean a lot.
  • Thanks and acknowledgement – personal notes of thanks make a huge impact.

Organisations who have created a culture employees want to be a part of, are the organisations driving toward high performance. It’s simple and doesn’t cost a lot!

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