Welcome to WM8C's Team Building Guide
Debriefing Team Building Exercise Article
. For a permanent link to this article, or to bookmark it for further reading, click here.
You may also listen to this article by using the following controls.
Appreciate to Motivate
(Five Keys to Successful Team Building)
Mary Kay Ash, founder of Mary Kay Cosmetics, since said, "There are two things people
want more than sex and money...recognition and praise." Time and time again the one motivating factor that is at the top of most employee lists is appreciation for a job well done. It is more requested than the green stuff, money.
Why donít more managers, owners, and employees give appreciation? Some people state they donít know how to give it. Others donít know what to give appreciate for in the work environment. Yet others say they are too busy to give appreciation.
I think is this is the biggest sin of managers, being too busy to give appreciation for a good job well done. Remember what the old transmission commercials used to say, "You can pay me now or you can pay me later." Well, that is what giving appreciation is about. You can invest in your employees now and "pay" them with sincere appreciation and achieve even better performance. Or you will "pay" later by seeing your teamís performance sink,
corrective actions and coachings increase, and overall morale decrease.
The following are five tips to giving sincere appreciate that will motivate your team to soar to higher level and achieve more:
1. Be Specific
In order to get the same behavior or action again you need to let the employee know exactly what action(s) you are appreciating. For example, the typical attempt at appreciate sounds like this:
Manager: "Mike, you did a great job earlier today. Keep up the good work!"
Mike:"Thanks" (Mike is thinking what is he complimenting me on?)
The correct way:
Manager: "Mike you did a great job on the report earlier today. I can see you invested a lot of time on the report by the detail you put in it. I really appreciate you effort. Thank you."
Mike: "I appreciate you noticed the time a put into the report. Thanks!" (Mike is thinking that the manager really did read it and appreciates his effort. I will be glad to do it again.)
As you can see the employee has a clear understanding of what action the manager is showing appreciated for and he is motivated to take on the project again.
2. Be Timely
Make sure you show appreciation as soon as possible to the action you appreciate. The further the distant in time between the appreciation and the action the less impact it will have to motivate the employee.
Manager: Mike, the report you submitted six month ago was great. Keep up the good work. Thanks!"
Mike: "Thanks, I think. What report are you taking about?"
Always find time to show appreciate in a timely manner. Even if you need to drop something else take time to appreciate your employees.
3. Be Fair
One of the key concerns of students in my workshops is that when appreciation is shown, it doesnít seem fair. The biggest villain of this is the dreaded "Employee of the Month" board. Many times when you ask the "Employee of the Month" what did you do to earn it they say, "I donít know." I have one action you must take when giving appreciation...be consistent!
* First, clearly state the rules for appreciation so that everyone understands
how appreciate is earned.
* Second, be consistent when showing appreciation. If one employee does a favorable action and you show appreciation and another employee does the same or similar action and you donít show appreciation you have just sewn the seeds of bad morale and feelings of favoritism.
* Third, always be on the lookout for "finding something good" your employees do well. Once you achieve this mindset you will always find the good and increase morale and productivity within your team and organization.
* Fourth, be pure in your appreciation. If you to show appreciation, donít muddle it with other communication. In other words, donít show appreciation for one action and then start discussing a potential corrective action for another action. This sends mixed signals that say to the receiver of this
communication, "I donít want any appreciation because there is always something bad attached to it." Keep it pure!
4. Be Public, if Possible
Appreciation is not something you hide. It works best when done publicly. Show you appreciation in a public way in meetings, in front of team members, and management. The funny thing is that once you get in the habit of doing this many of your team members will increase the activity they need to take to also earn this
5. Be Relational
When I ask the question, "Why do you come to work everyday?," in my workshops I usually get "to get paid" as the first answer the students give. Then as we discuss it further it always comes down to "I feel like I make a difference" as the main answer.
You see, in most cases the reason why employees decide to climb out of bed in the morning, their toes touch the floor, and they decide to drive to work is that they feel that they make a difference where they work.
I remember an opportunity to emcee a large sales meeting for a Fortune 500 company. I introduced a Senior Vice President and he went to the lectern to address over 500 employees. He announced that the company achieved sales of $14 billion. Then he quickly announced that their goal for the next year was $17 billion. As he was talking I was looking at the audience. They were unusually quiet and attentive. However, as I looked at them they had a glassy eye look. I realized the problem was that the speaker was just talking numbers. He didnít relate how those 500+ employees made a positive difference for the company. All he needed to say was how their sacrifice everyone translated in the success of the company. Along with this, they will meet the coming years challenges only with the talents of our
employees. So simple, but so rarely done.
Relate the action done with how if affects the team, department and organization. Letís go back to our earlier examples to complete the appreciate process:
Manager: "Mike you did a great job on the report for the new computer system earlier today. I can see you invested a lot of time to do the research so that we have the necessary information to request the computer system. Mike, we appreciate your efforts because the new computer system will make our team more productive so that the department will achieve its goals and the company will be profitable this year. Bottom line, bigger bonuses for everyone. I look forward to seeing
your high level of work in the future. Thank you."
Mike:"Thanks. I appreciate making a difference. Please let me know whatever I can do to help the team."
As you can see, Mike has a clear sense of achievement and where he fits in the company. Also, the manager encouraged Mike to do the same behavior soon by saying "I look forward to seeing your high level of work in the future." And the manager ended with a sincere "thank you."
These are five simple tips that will motivate your employees to achieve more with a minimum amount of efforts. Starting today, apply these techniques and you will see a world of difference in your team, department, and organization. Remember, "pay"
yourself with the rewards now or "pay" yourself with a low performing team later.
About the Author
Ed Sykes is a professional speaker, author, and success coach in
the areas of leadership, motivation, stress management, customer
service, and team building. You can e-mail him at
mailto:firstname.lastname@example.org, or call him at (757) 427-7032. Go
to his web site, http://www.thesykesgrp.com, and signup for the newsletter, OnPoint, and receive the free ebook, "Empowerment and Stress Secrets for the Busy Professional."
Debriefing Team Building Exercise News
In Lusaka, wary exiles dared to hope - Mail & Guardian Online
Mail & Guardian Online
In Lusaka, wary exiles dared to hope
Mail & Guardian Online
An ancient Peugeot sedan ‚Äď favoured by Lusaka's taxi drivers because it could be driven on its rims when thieves stole the tyres ‚Äď took me to the low tin-roofed buildings off Cairo Road, the ANC's headquarters for all its 30 years of exile. ... De ...
A view from Liberia: How the Peace Corps continues to fight Ebola - ErieTVNews
A view from Liberia: How the Peace Corps continues to fight Ebola
Editor's note: Eric Christian Duncan is Peace Corps' Acting Country Director in Liberia. Since the Ebola outbreak, he has focused his time on coordinating efforts with CDC staff, debriefing CDC-Peace Corps teams, and supporting teams in the field ...
Blending Mature Business Thinking With Startup Zeal Makes Success More Likely - Entrepreneur
Blending Mature Business Thinking With Startup Zeal Makes Success More Likely
When Steve Jobs and Steve Wozniak set out to build a computer company, they didn't do it alone. Rather, each ... When an issue comes along, sit down and debrief the team about it, treating it as a learning experience and looking at what could result ...
LETTER FROM WASHINGTON: All the best to Brand SA's new storytellers - BDlive
LETTER FROM WASHINGTON: All the best to Brand SA's new storytellers
When, with my soon-to-be appointed colleagues in London and Mumbai, I returned to SA for regular re-and debriefing, we met not only with IMC CEO Yvonne Johnson but with Mbeki's Karl Rove, Essop Pahad, the minister in Presidency to whom the IMC answered ...
McPherson explains Red Bull move - V8 Supercars
McPherson explains Red Bull move
‚ÄúI'm just hoping to emulate and build on the success from Craig and Jeromy's relationship and help push the whole team forward as well. ‚ÄúThey've been the best team in pit lane for a very long time and I'm working ... ‚ÄúThe biggest differences [between ...
Counting the homeless in Washtenaw County: Volunteers to hit streets for ... - MLive.com
Counting the homeless in Washtenaw County: Volunteers to hit streets for ...
Amanda Carlisle, executive director of the Washtenaw Housing Alliance, said the volunteers will be dividing up into teams, including some that will be going out on the streets in Ann Arbor and Ypsilanti, and others along the I-94 and US-23 corridors ...
Test your logic to exit The Great Escape Room - The Oakland Press
Test your logic to exit The Great Escape Room
The Oakland Press
Quicken Loans is a regular corporate customer that has sets of co-workers play the game as a team building exercise. To book a ... A short debriefing period after the 60 minutes is up explains to the participants how the game was put together. On ...