Leading with Gratitude Ch 3

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Questions and Answers

What do younger workers primarily desire from their managers?

Clear direction and consistent feedback (correct)

Recognition for every minor task

High salaries and benefits

Constant praise for all their efforts

What is the primary factor that researchers suggest leads to increased narcissism in children?

General societal trends in youth culture

Lack of competition in school environments

Excessive praise from teachers

Parental overvaluation of their abilities (correct)

How do millennials and Gen Z typically respond to their work contributions?

They don't seek feedback from supervisors.

They appreciate significant recognition and feedback on impact. (correct)

They prefer isolated achievement without direction.

They expect recognition for every task completed.

How does self-esteem differ from narcissism according to the discussed research?

Narcissism involves wanting to think well of oneself, while self-esteem is about genuinely thinking well of oneself. Signup and view all the answers

What misconception do many people have about young employees regarding praise?

They seek consistent feedback and recognition for significant contributions. Signup and view all the answers

What was Anne's initial response to her manager's query about improving the workplace?

She expressed a need for more gratitude. Signup and view all the answers

How did Anne's former manager respond to her request for more gratitude?

He laughed and mocked her. Signup and view all the answers

What sentiment do many managers express regarding younger generations in the workplace?

They are excessively seeking approval and praise. Signup and view all the answers

What concern do managers have about giving more praise to employees?

Employees may become overconfident. Signup and view all the answers

What is one of the distinctive expectations that millennials and Gen Zs bring to the workforce?

A need for more meaning and purpose in their work. Signup and view all the answers

What is a potential negative outcome of leaders withholding praise from employees?

It can lead to a culture of disengagement. Signup and view all the answers

Which statement best reflects the psychology of reciprocity discussed in the content?

The act of giving should not be influenced by past experiences of receiving. Signup and view all the answers

How do younger employees, particularly millennials, differ from previous generations regarding recognition?

They may leave their jobs if they do not receive sufficient appreciation. Signup and view all the answers

What attitude might some intrinsically motivated individuals have towards praise?

They find it overwhelming and prefer minimal feedback. Signup and view all the answers

What is the main reason leaders hesitate to give praise, according to the content?

They think employees receive enough praise from others. Signup and view all the answers

Study Notes

The Myth of Too Much Praise

Managers often complain that employees, especially millennials and Gen Z, are too hungry for praise.
This sentiment is often linked to the idea that helicopter parenting has made younger generations overly sensitive to a lack of praise.
However, research shows that what younger workers are really seeking is consistent feedback and guidance, not just compliments.
Millennials and Gen Z grew up with more coaching and immediate access to information, making them accustomed to constant feedback.
Gratitude helps clarify if their work is valued, correct, and contributes significantly to the business.

Narcissism and Praise

There is a rise in narcissism, but research shows it's not necessarily due to praise alone.
Excessive and constant approval from parents who overrate their children's "exceptionality" is more strongly associated with narcissism.
Self-esteem, on the other hand, is linked to parental warmth and support.
Regular, deserved praise has not been linked to inflated egos, and research shows its importance in raising well-adjusted children.

The "I Don't Give What I Didn't Get" Mentality

Managers who withhold praise often cite their own experiences of lacking recognition, creating a cycle of withholding gratitude.
This often stems from the psychology of reciprocity, where individuals tend to give what they receive.
However, this cycle needs to be broken, as the lack of praise from superiors should not be passed down to employees.
The right measure for offering gratitude is whether it’s deserved, not based on personal experiences.

The Importance of Recognition

Employees of all ages appreciate feedback and recognition for their contributions.
A survey found that 65% of all employees would like more feedback than they currently receive.
Millennials are not afraid to leave jobs where they feel underappreciated and are seeking more than just a paycheck.
Employers who fail to recognize employees risk losing them to competitors who offer a more appreciative work environment.

The Benefits of Appreciation

Frequent and specific gratitude can boost employee motivation and productivity.
A study showed that employees who received frequent and specific feedback from their manager made 50% more fundraising calls than those who didn't.
A healthy ratio of positive to negative interactions is essential for a positive work environment, similar to the findings that a 5:1 ratio of positive to negative interactions predicts marital success.

When is Praise Too Much?

While excessive praise can be detrimental, authentic and targeted appreciation rarely becomes excessive.
Many workplaces struggle with a lack of recognition rather than an overabundance.
It's crucial to find a balance between praise and constructive criticism.

The Key Takeaway

Managers should prioritize offering honest and deserved recognition to their employees.
Gratitude and feedback are essential for employee motivation and well-being, regardless of age or generation.
Breaking the cycle of withholding praise and fostering a culture of appreciation is vital for success.

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Description

Explore the misconceptions surrounding praise in the workplace, particularly among younger generations like millennials and Gen Z. Discover how their need for consistent feedback differs from simply seeking compliments and learn about the relationship between parental influence and narcissism. This quiz delves into the psychology of feedback and its implications for management.