How To Engage And Keep Your Talented Employees

Appreciation is the key

Remember the gold star you first received in kindergarten? How did it make you feel? Did you work for another? Humans seek approval of and for their achievements. As infants, we are rewarded for our positive behaviors. Grades drive many to excel. The sports trophy is a great reinforcement for team play. Community service may be recognized with a certificate. We work hard and do our best and hope that someone notices, that someone pays attention and recognizes us for our accomplishments.

 

In the workplace, we find out that hard work and achievements often go unnoticed and unrewarded. Soon, the passion and desire to achieve at high levels can ebb. If only someone would say, “good job”, “well done” or “thank you”, we would feel appreciated and our morale would soar. A kind word or a pat on the back can have a huge impact and lift our spirits.
 
Verbal accolades are central to our emotional well being but often they are insufficient to fully express appreciation. Tell the woman of your dreams that you love her and want to marry, but without the “ring” as a sign of commitment, words fall short to completely demonstrate your devotion. This is true in the work environment; a recognition vehicle is needed to announce an employee’s outstanding contributions. Something tangible says we appreciate your efforts on our behalf, not merely as an emblem of gratitude but as a means of lifting one’s spirit and morale and to spur future efforts and positive behaviors.
 
Some employers believe that employees should be satisfied with a paycheck…that is reward enough. To be sure, we must have money to satisfy daily living and secure our future. Most yearn for more; asking what is expected of me, how do I find a way to leave a mark, who will lead the way? If we want to have better employees, we start by appreciating the ones we already have or they won’t be around for long. It is not only about the money but the currency of positive experiences and emotions tied to work.  Effective recognition can help you achieve that. 
 
Dale Carnegie wrote: "There is one longing - almost as deep, almost as imperious, as the desire for food or sleep - which is seldom gratified. It is what Freud calls 'the desire to be great’." It is what Dewey calls 'the desire to be important.'"
 
Managers must be better trained to understand the need for recognition and proper ways to apply it. Managers and supervisors are the critical link in creating a positive work environment in which employees feel cared about. Employees need to be given ways to excel; to express creativity and competence. Then those behaviors must be reinforced.  That is leveraging the desire to be important.  Managers must acknowledge and understand who they are managing and why. After all, most of the time people do not quit a job, they quit a boss.
 
If you want to engage and keep your talented employees, prove you have noticed them and say that you appreciate them. Demonstrate commitment and applaud their efforts and contributions. Care about them as people and give them the opportunity to prove how good they really are. Remember, it all starts with that gold star.