Podcast
Questions and Answers
True or false:Employee recognition programs are always effective in connecting with employees' accomplishments.
True or false:Employee recognition programs are always effective in connecting with employees' accomplishments.
False (B)
True or false: Gratitude from managers has no impact on employee productivity.
True or false: Gratitude from managers has no impact on employee productivity.
False (B)
True or false: It is easy for managers to make employees feel valued and appreciated.
True or false: It is easy for managers to make employees feel valued and appreciated.
False (B)
True or false: Managers should assume that employees know how they feel about them.
True or false: Managers should assume that employees know how they feel about them.
True or false: Employees prefer irregular check-ins and biased feedback.
True or false: Employees prefer irregular check-ins and biased feedback.
True or false: Addressing growth opportunities and offering flexibility is not important for showing appreciation and trust.
True or false: Addressing growth opportunities and offering flexibility is not important for showing appreciation and trust.
True or false: Managers should express appreciation inauthentically and with sweeping generalizations.
True or false: Managers should express appreciation inauthentically and with sweeping generalizations.
True or false: Neglecting standard company procedures has no impact on employee morale.
True or false: Neglecting standard company procedures has no impact on employee morale.
True or false: Highlighting how employees use each other's work is not a good way to show appreciation.
True or false: Highlighting how employees use each other's work is not a good way to show appreciation.
True or false: Building a culture of appreciation requires uncommon practices.
True or false: Building a culture of appreciation requires uncommon practices.
Flashcards
Employee recognition effectiveness
Employee recognition effectiveness
Employee recognition programs are not universally effective in connecting with employees' accomplishments.
Manager gratitude impact
Manager gratitude impact
Gratitude from managers positively impacts employee productivity.
Making employees feel valued
Making employees feel valued
It is challenging for managers to make employees feel valued and appreciated.
Manager assumptions
Manager assumptions
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Employee feedback preferences
Employee feedback preferences
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Growth, flexibility and trust
Growth, flexibility and trust
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Authentic appreciation
Authentic appreciation
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Culture of Appreciation
Culture of Appreciation
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Study Notes
- Employee recognition programs can often be disconnected from employees' accomplishments.
- When people experience gratitude from their manager, they are more productive.
- Many managers struggle to make employees feel that their talents and contributions are noticed and valued.
- Managers often incorrectly assume employees know how they feel about them.
- Employees want regular check-ins and balanced feedback.
- Addressing growth opportunities and offering flexibility are important signals of trust and appreciation.
- Managers should make expressing appreciation a habit and avoid inauthentic or sweeping generalizations.
- Neglecting standard company procedures can make employees feel undervalued.
- Managers should highlight how employees use each other's work within their department or across others.
- Sudden or unexplained shifts in appreciation practices can be confusing for employees.
- Appreciation is important in the workplace
- Leaders should model gratitude and encourage it in their employees
- Personalized recognition is key
- Leaders should ask employees how they prefer to be recognized
- Appreciation is free and doesn't take much time
- Anyone can offer appreciation
- Leaders should discuss gratitude strategies with peers
- Building a culture of appreciation requires commonsense practices
- Leaders should not take their employees for granted
- Small acts of gratitude can make a big difference.
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