Feeling appreciated? Or not?

For years employers have been regularly conducting surveys to help them determine the level of satisfaction their employees are feeling. One of the factors in determining employee satisfaction is to ask them to rate on a scale how well appreciated they feel.

If you are not fortunate enough to work at a company who regularly takes your pulse on your level of satisfaction to work there, you are not alone. However, you should be concerned this isn’t happening. Why? Because doing so is very inexpensive to accomplish, and is as simple as sending out an on-line survey with some well thought through questions to help determine your level of satisfaction. Hint, make the survey anonymous for better results. 

Independent of the type of industry you are working in, the role you have, or geographically where you work, everyone can be positively influenced by feeling appreciated by their employer. So, why is this seemingly a concept that appears to escape being carried out on a regular basis?

Let’s peel back the onion on this question, as there are many layers to consider why this is happening. In my opinion, this is partially caused by our society being dismissive about the power of saying two words more often. Thank you. Yes, this is easy to do, and should be conveyed sincerely. However, potentially like you, I have witnessed hundreds of missed opportunities to accomplish this.

Another reason people do not feel a greater sense of appreciation in the workforce, is due to unspoken or poorly articulated expectations by managers of their employees. When assumptions about performance are not clear, everyone loses in this scenario. Worse, is that the employees will immediately head down the path of feeling unappreciated.

Although most employees are considered to be employed by their free will and not under strict contract guidelines, this doesn’t mean they are exempt from feeling they are being taken advantage of. Of course the feeling of being taken advantage of can be highly subjective. However, it is worth considering this as a potential cause for why employees feel underappreciated.

So, how do you determine if an employee is feeling unappreciated, and what can you do about this? Below are some suggestions to consider to potentially turn around a toxic employee work environment.

  • Ask your managers how often they engage with their teams to get a pulse on their level of satisfaction of being on their team, or more generally, at the company.
  • Have your managers been trained on how to gauge their teams’ level of energy? When a team’s energy level is low, this is one of the leading indicators there is a problem brewing, or on its way to escalating to a level you don’t want it to reach.
  • Has your company ever sent out an employee satisfaction survey? If you answered “never” to this question, consider doing so within the next few weeks. There are plenty of on-line resources to consult and help you to craft questions to do this.
  • If your company has not sent out an employee satisfaction survey within the last year, it’s time to do so. Generally doing this several times a year, or potentially on a quarterly basis would be ideal.
  • If you are on the management team, consider the factors that contribute to your level of feeling appreciated at your organization. Are these factors that your team members would be positively influenced by too? Or, are they factors which only apply to someone at the management level (e.g., you receive quarterly incentive bonuses, but your team members do not)?
  • Consider doing something early next week to increase the level of everyone’s satisfaction of being on your team. Can you think of what this would be? Perhaps you could start by making sure you simply acknowledge and say hello to everyone on your team each day. Something as small as this gesture is more powerful than most give it credit.
  • Noted above was sincerely saying thank you to someone relating to the work they are currently doing or worked on and accomplished. Do you routinely do this? I’m always amazed at how often this gesture is overlooked, and the damage it does when it does not occur.
  • Write down a list of 5-10 items which contribute to making you feel either appreciated, or potentially more appreciated. Factor in which of these items are actionable right away, or that will take some time to implement. Then put them into practice.
  • Have a conversation with each member of your team about what makes them feel appreciated. There will be some people who will need time to think about what would be on their list, and make sure you follow through with them to determine what’s on their list.

When you put measures in place to have people in your organization feel appreciated, you will noticeably begin to see a difference in the results outcome of your business on numerous metric levels. Productivity will be one of them, and so will engagement, which both will positively impact your bottom line.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CEO of Market Me Too. She is a Gallup Certified Strengths Finder Coachauthor of Wisdom Whisperer  and Evolve! With the Wisdom Whisperer (published in December 2019)and is a well-respected motivational and social influencer with a global following from her numerous speaking, print, radio and television media appearances. She also is the creator and Host of a TV Show and Podcast called Murf & E Unfiltered – Zero BS Biz Talk.

Essentially every team is dysfunctional in some way. Our expertise is in uniting, motivating and bridging dysfunctional teams (sports & business), and turning them into epic ones.

Market Me Too also works with individuals from students to C-level executives. The individuals, business and sports teams we work with are coached on how to leverage and apply their peak performance talents on a daily basis. Our coaching produces repeatable, measurable and amazing results personally and professionally. Need proof? Just talk to our clients, or read through our testimonials.

If you want better and different results, let’s talk. We know how to help you get them. Contact Kathleen at kathymurphy@me.com or (339) 987-0195.

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