There is a concept called diminishing returns, which simply means the more often you repeat an action, the less of a reward you get from it. This doesn’t apply to everything, of course (for example, going to a gym to work out every day will create gains if done properly), but it does apply when dealing with people.
If you tell a co-worker, “Great job today, Tom,” it can have a huge impact on them the first time. However, if you tell them the exact same thing every day, it begins to lose its value. It can start to feel like nothing more than a shallow statement that is a closing mantra rather than actual praise. You, as a manager, might feel you’re doing the right thing and are being incredibly successful, while your team member is barely noticing what you are saying to them.
So, how can you change that to keep your words effective and valuable to your team?
Mix things up and be specific in your praise. Instead of a generic “good job today”, find something in their performance for that day you can zero in on and mention. Taking the time to say, “You did an amazing job taking care of that upset customer today, Michelle,” will reap tremendous benefits for both of you. It will help the team members feel like their contribution to the situation was actually important and beneficial to the company while at the same time helping you as a leader truly focus on what your team is doing. That single action helps you realize how important your people are, and can help to prevent you from taking them for granted and losing momentum with them.
Pass the spotlight to other people. The glow of a successful project or event can shine brightest on the leader, but don't be afraid to let the spotlight focus on a member of your team. The most successful leaders are the ones who realize they aren't doing it all on their own. Their team feels vital to the success of the company, and it shows. Give another member of your team a few minutes to shine and you just might be surprised at how much more they accomplish the next time around.
Don't ever be afraid to reward hard work. If someone has had to put in a lot of hours over the course of a project, find a way to do something extra and reward them in line with their effort. A paid vacation day may cost your company money, but consider the goodwill you have created with that simple action. An employee who feels like their company values them will have a heightened sense of loyalty to that company and their team. It can cost a company six times as much money to train a new employee as it does to keep an old one, so count the cost.
Obviously, you cannot reward every action from every employee (especially considering the fact that most of the time what they are doing is their job), but when you can create memorable moments with your team you are building strength and loyalty in your organization.
Yes, some people will leave you at the drop of a hat, but they aren't going to be truly loyal to any company, no matter what they do. They are always looking for the bigger, better deal and nothing can change that. You can't focus on the "lost causes" and think that gives you the excuse to never try.
It does take more effort to give praise this way, but it keeps the value of what you say high. Keep the return beneficial to both of you, and you won’t have to worry about diminishing returns.
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