Leading with Gratitude Ch 14

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Questions and Answers

What was the estimated first-year savings to the company due to Kent's new employee orientation program?

Exactly $25,000

Over $50,000

Over $100,000

Over $75,000 (correct)

What did Kent feel about receiving the same gift card as the prize for answering a Super Bowl team question?

Amused yet unappreciated (correct)

Indifferent and unaffected

Happy and surprised

Angry and unappreciated

How many workplace motivators were identified in the Motivators Assessment?

23 (correct)

Which of the following is NOT listed as one of the workplace motivators?

Compensation Signup and view all the answers

Who collaborated with Kent to develop the Motivators Assessment?

Drs. Travis Bradberry and Jean Greaves Signup and view all the answers

What is a key reason for the high turnover in nursing positions at the medical center mentioned?

Nurses were not adequately recognized for their individual contributions. Signup and view all the answers

How should leaders view gratitude in the workplace?

As something that should be individualized based on the recipient's preferences. Signup and view all the answers

What common misconception do managers often have regarding gratitude?

That all employees share the same preferences for recognition. Signup and view all the answers

Why did Chester's initial plan to recognize Adrian's achievement fall short?

Chester failed to consider Adrian’s personal preferences and motivators. Signup and view all the answers

What approach should leaders take to better understand their staff's motivations?

Observing employee behaviors and preferences over time. Signup and view all the answers

What should be the appropriate response when someone expresses gratitude?

Say thank you Signup and view all the answers

Which level of gratitude is attributed to consistent excellent work and outstanding mentorship?

Platinum-level gratitude Signup and view all the answers

What is a characteristic of reward-worthy gratitude?

It acknowledges one-time stretch achievements outside typical job scope Signup and view all the answers

What exemplifies diamond-level gratitude?

A cash award for developing a system that saves money Signup and view all the answers

What type of gratitude involves mere verbal praise or small tokens of appreciation?

Praise-worthy gratitude Signup and view all the answers

What type of achievement would not typically warrant diamond-level gratitude?

Completing a project on time Signup and view all the answers

Which option best describes the value associated with platinum-level gratitude?

Less than $500 Signup and view all the answers

How should individuals react when they receive a compliment regarding their work?

Accept it with grace Signup and view all the answers

What type of gratitude is reserved for ongoing behaviors that greatly increase team efficiency?

Platinum-level gratitude Signup and view all the answers

What is implied about someone who receives diamond-level gratitude?

They are recognized for achievements leading to significant financial benefits Signup and view all the answers

Study Notes

Tailoring Gratitude to the Individual

Kent, Director of Learning and Development, implemented a successful new employee orientation program which saved the company over $75,000.
His reward for that success was a $25 gift card.
The same gift card was given to someone who correctly answered a trivia question at the same meeting.
Kent felt unrecognized for his work.
There is a group of 23 workplace motivators that drive individuals.
The order of importance of these 23 motivators is unique to each person.
There was high turnover in a medical center because leaders treated all nurses the same, despite differences in their motivational needs.
Smart leaders understand individual motivators to tailor expressions of gratitude to each team member.
Former NFL quarterback Chad Pennington says tailoring gratitude shows empathy and understanding of an individual’s accomplishments.
Jane Martínez Dowling, CEO of ExpandED Schools, believes individualizing gratitude is essential to show recognition to staff and youth.
Managers often make the mistake of expressing gratitude based on their own values and comfort level.
Leaders should recognize and reward based on individual motivators.
An example is given of Adrian, whose top motivators are creativity, family, and autonomy, but was rewarded in a way that prioritized friendship, fun, and teamwork.
It is important to express gratitude, even if it doesn't fully align with an individual's motivators
Chester, the story's narrator, suggests that "thank you" is the perfect response to gratitude.
There are four levels of gratitude, corresponding to the impact on an individual or situation.
Praise-Worthy Gratitude - recognizing meeting performance expectations with a small token of appreciation (movie tickets, a coffee card)
Reward-Worthy Gratitude - recognizing one-time achievement outside typical job scope with a tangible reward (less than $100)
Platinum-Level Gratitude - recognizing consistent, above-and-beyond efforts with a reward under $500 and public recognition.
Diamond-Level Gratitude - recognizing significant financial benefits for the company with a tangible reminder, public recognition, and potential cash bonus.
It is important to acknowledge and reward in a way that aligns with the level of achievement.
Generic gratitude can be seen as disrespectful and careless as opposed to individual, tailored gratitude.
Generic gratitude can come across as oblivious or callous.
Dr. David Cherrington, a professor of organizational leadership, gave the example of a father who tried to express gratitude to his children in a generic way but was misunderstood.
Specific praise is more effective than generic praise because it shows that the person giving the praise actually knows and appreciates what the other person does.
Specific praise should be given in relation to an accomplishment and individual motivators.

Tailoring Gratitude

Effective managers personalize their expressions of gratitude to each team member.
This personalized approach makes the acknowledgment more memorable and meaningful.
Managers should take the time to understand each individual’s personality, values, and motivators.

Motivators Assessment

The Motivators Assessment helps managers tailor gratitude and other aspects of employee development based on individual motivators.

Button Technology Company

Button employees complete a survey on their first day to recall a time when they felt appreciated.
This information helps managers personalize recognition celebrations.

Park City Fire District

The fire district chief memorizes the names and faces of all ninety employees.
The chief also asks each employee to write a SWOT analysis to improve service and work experience.

AddVenture Products

The company owner presented a ten-year employee with two baseballs autographed by his favorite player.
The employee felt deeply honored, appreciated, and grateful.

Key Takeaways

Individuals appreciate different rewards and values, understanding these differences is crucial for effective leadership.
There are twenty-three motivators that drive employees, and smart leaders tailor their expressions of gratitude to leverage them.
Levels of rewards can be categorized based on their impact on values and bottom line.
Gratitude should be acknowledged and reciprocated.

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Description

Explore the importance of tailoring expressions of gratitude to individual workplace motivators. Understand how recognizing unique contributions can enhance employee satisfaction and retention. This quiz delves into the insights from leaders on customizing appreciation for team members.