Have you ever noticed the tendency for employers to tell you how much they value your contribution… when you’ve already got one foot out the door? I was reflecting on my previous employer and remembered some very complimentary emails about my performance… after I told them I was planning to leave.
Why is it that we wait until employees move on to tell them how much they’re appreciated? Is it simply the old adage that you don’t what know you’ve got ‘til it’s gone?
How can we build this appreciation into our day-to-day practice when employees are still with us? And might that, in effect, help retain them?
Studies of the Millennials suggest that they are accustomed to more feedback and appreciation than previous generations, likely conditioned from their supportive Boomer (and older Gen X) parents and teachers (see the article here, for example). Millennials are looking for a respectful, perhaps even mentoring relationship from their supervisors. And if they’re feeling disrespected or alienated, they’re more likely to leave.
As I write this, I can sense that some Gen X readers might be rolling their eyes (as a self-reliant, independent X-er, I’m guilty of this myself). “I never got any coddling, why should they?”
Because everyone appreciates a little appreciation in one form or another, and appreciation does not equal coddling. Even the stoic Gen X’er likes a pat on the back now and then.
We define appreciation in one of our Six Dimensions of Employee Engagement: Rewards. Pay, perks, and pats on the back all fall under our definition of Rewards. Some examples of Rewards include promotions and opportunities for advancement, flexible work arrangements, and recognition from one’s company or boss.
To learn more about Rewards and the Six Dimensions of Employee Engagement, join our library and check out our videos, like “The Three P’s of Rewards,” and “How to Give a Feedback Sandwich.” Or, take one of our assessments to see how your management skills stack up in the Rewards index.
Which Rewards do you value most at work? Do you notice any differences between your preferences and the preferences of older or younger coworkers? Share your thoughts in the comments below!
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