As a professional leadership development coach, I frequently work with individuals who have recently been promoted into management positions. They may have demonstrated great technical knowledge and skills, and as a “reward” for performing admirably in their job, they have been promoted into a managerial position. Unfortunately, the well-deserved promotion all too often comes without the appropriate leadership or management training. The results can be disastrous for the newly promoted manager as well as the team and ultimately the company.
People are more likely to be engaged in their work, creative and more focused when they believe that their manager or leaders appreciate their efforts. Content employees are also less likely to look elsewhere for that ‘feel good’ factor, resulting in reduced employee turnover and all the associated costs that go with recruiting and training new people. It’s fairly obvious to most of us that satisfied, valued employees are more productive employees, yet staff surveys consistently show low job satisfaction in the majority of work environments. This information isn’t new, we’ve been hearing it for years. The real question is if we know that the expression of appreciation is key to improving employee satisfaction and ultimately retention, why aren’t managers and leaders doing it?