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Leadership Tip of the Month

November 2001

Copyright 2001 ã weLEAD, Inc.

What Co-workers Really Want Most

An interesting anomaly has occurred in recent surveys taken in the workplace. When CEO’s, Vice Presidents or other senior managers are asked what they think employees want most to be content, they typically answer more money, prestige, advancement, an impressive title, or increased responsibility. However, when employees are asked the same question, these “wants” are typically not at the top of the list! What employees and co-workers say they really want most is to be appreciated! Perhaps you have heard the old business commentary about how unappreciated many workers feel. The worker remarks, “doing something good and productive around here is like loosing control of your bladder while wearing a dark suit. You get a warm feeling inside, but nobody seems to notice!”

Indeed surveys reveal a large gap between what senior level managers believe workers want and what they say they really want. In today’s workplace, anyone who fails to show genuine thankfulness for the work, commitment and dedication of others will be perceived as selfish and insensitive toward the sincere efforts of others to do a good job.

It seems so simple and obvious, yet there is a tremendous need for greater appreciation to be shown in the workplace. Why does this problem exist? There are a number of complex reasons. Traditionally the role of managers was seen as a way to control workers. Many managers had a paternalistic attitude toward others and it was thought that showing little appreciation was a way to keep a distance from them and show who was “in charge”. Some feared that complimenting workers or thanking them for an outstanding effort would encourage them to ask for more money. Far too many managers desired to be feared rather than respected, and used intimidation as an attempt to motivate workers. Since intimidation and fear was their modus operandi, there was little room to express appreciation.

So how can you fulfill the real need of coworkers and associates by showing genuine gratitude? I will briefly discuss two valuable ways…

1. Make a concerted effort to verbally tell fellow workers how much they contribute to the overall success of the organization. All employees have strengths as well as weaknesses. Focus on their strengths and use every opportunity possible to express thankfulness for their skills and efforts. Do this even if they are not perfect or perform tasks exactly the way you would have performed them. As Ken Blanchard proclaimed in his classic book entitled The One Minute Manager, catch others doing something right! Let them know you noticed and are grateful!

2. But telling coworkers how appreciated they are is not enough! You must also show them with actions. In this case, little things do mean a lot. Give occasional small gifts, bring in bakery items as a snack, offer some unexpected time off, and praise them in a meeting or in a memo. Use your imagination depending on your workplace but remember to regularly show your appreciation to others. Be specific when you tell or show appreciation to others. Using generalities or generic slogans come across to others as forced and insincere.

Finally, there is one other side benefit of showing routine appreciation to others. When a time arrives that you must correct a coworker or point out a problem, you will have more credibility if you have a reputation of being a caring and sensitive individual. However, if you are only known and recognized as an unappreciative critic you are likely to create bitterness and lasting resentment when you do point out a problem or weakness to others. Remember that people don’t care how much you know until they know how much you care.

For weLEAD, this is Greg Thomas reminding you that is was Dr. J. Howard Baker, who wrote,

“Effective leaders are obsessed with finding something good about an employee. They are very alert to opportunities to celebrate the achievement of others.”

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