tip tuesday-01

Do you value what your employees do? Do they feel valued?

An employee told me years ago that they needed more feedback when they did something good. I remember being taken off guard by this because I led from the perspective that saying “good job” was enough and if I didn’t say anything negative, that signaled to the employee that they were doing great work.

This comment or request actually change my mind because I suddenly realized, it wasn’t about me, it was about what the employee needed to feel valued.

Clients tell me on an almost-daily basis that they just don’t feel valued by their boss. The feelings that are associated with this are anger, disappointment, sadness, and discontent.

Not being valued directly impacts an employee’s work performance, sense of belonging, loyalty to the team and leadership. Their morale and motivation take a huge hit. And while they may want to leave, making a career move can be overwhelming and many employees end up staying put and becoming jaded.  They are then looked upon as ‘negative’ or ‘difficult’ employees, but we had a hand in creating that persona.

I know, leaders are pulled in 100 different directions. Between meetings and other exhausting demands, there is very little time left in the day to show employees you value them. I get it.

But you have to make an effort. You can’t just wait for token days like the end of the semester or completion of a big project to show you appreciate all of the hard work and dedication of your team.

But here’s some good news!

It takes very little effort on your part to make employees feel appreciated and valued.

Ask yourself the following questions:

·       Do I take time in the morning to say hi and do a quick check-in, or do I wait

        for them to come to me?

·       Do I say thank you and mean it whenever possible?

·       Do I advocate for the employee when they need it?

·       Do I ever send thank you cards just because?

·       Do I share critical information with them in a timely manner?

·       Do I provide opportunities for growth and advancement to all employees or just a

         few?

·       Do they have access to management?

Before you point the finger at ‘negative’ or ‘difficult’ employees, ask yourself “What am doing to devaluing this person?

“Don’t forget, a person’s greatest emotional need is to feel appreciated”

~ H. Jackson Brown

Debra Griffith is an Associate Vice President at San Jose State University| Trainer Facilitator | Strategist | Key Note Speaker | Coach