In the whirlwind of deadlines, meetings, and constant decision-making, managers often find themselves at the heart of workplace stress. Relentless pressure not only tests their resilience but can inadvertently distance them from their teams.
Juggling multiple tasks and expectations, the simple yet profound act of expressing gratitude to their teams can often feel like a luxury they can't afford.
Intrinsically most managers know, that saying "thank you" extends far beyond mere politeness and permeates the realm of employee wellbeing. Some managers have forgotten how to thank their people.
Reasons Managers don't say thank you.
Having coached many leaders and managers, some of the reasons (and there were many) they gave for not cultivating appreciation are as follows;
Increased responsibilities, expectations and overwhelm.
Time constraints
Uncomfortable with emotional expression
Emotional exhaustion
Cultural and organisational norms
Fear of appearing inauthentic or biased
Fear of sounding patronising
Lack of people training
Setting and maintaining a professional distance
The challenge of personalising appreciation
Communication barriers
Cultural and personal differences
Overlooking the power of appreciation
One size does not fit all
How do managers know what type of gratitude or appreciation works for individual team members?
Ask them......
Asking them is a great way of combating the fear and discomfort around appreciation. Trust me on this one, they will surprise you with their responses.
Some ways to express gratitude
Understanding individual preferences and varying the methods of appreciation can lead to a more motivated, engaged, and satisfied team. It's about making gratitude a consistent part of the managerial approach, rather than an afterthought.
Personal thank you notes: A handwritten note can offer a personal touch that many employees value, showing thoughtful recognition of their hard work.
Public recognition: Acknowledging contributions in front of peers, during team meetings, or company-wide events can boost morale and motivate not just the individual but also the team. This is not for everyone...so check.
Private verbal appreciation: Some employees may prefer a private, one-on-one conversation where their efforts are acknowledged directly by their manager without the public spotlight.
Professional development opportunities: Offering opportunities for growth, such as training, workshops, or courses, can be a powerful way to show appreciation for an employee's contribution and potential.
Small gifts or tokens of appreciation: Personalised and appropriate gifts, company merchandise, or even just a favourite snack can make an employee feel seen and valued on a more personal level.
Team celebrations: Organising team lunches, outings, or celebrations for project completions or milestones can foster team unity and show appreciation for collective efforts.
Mentorship and support: Offering guidance, support, and mentorship reflects a deep level of investment in an employee's success and well-being.
Listening and acting on feedback: Demonstrating that you value and act upon team members' input and feedback can be one of the most profound forms of appreciation.
Finding the space and emotion to express gratitude amidst managerial stress involves intentional effort. It requires managers to pause, reflect, and prioritise their interactions with their team members.
The act of authentically saying "thank you" is a small gesture that can yield significant positive impacts on both managers and their teams. It's about finding moments of calm in the storm of multiple responsibilities to acknowledge and appreciate the collective efforts that drive success.
By doing so, managers not only enhance their team's well-being and performance but also enrich their own managerial experience with more meaningful and rewarding interactions. Just give it a try.....
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