How To Show Your Team Appreciation Before They Quit
I entered my office during the week of Christmas and to my surprise there are cards and candy left on my desk from my team. As I review each item to see who it was from, I realized that I didn’t even have a thought to do the same.
They beat me to the punch……actually, I didn’t initially consider doing the same.
I could always run out and reciprocate these nice gestures but I instantly thought, “that would look inauthentic….you are doing it after the fact”.
Although some people naturally give nice gestures during the holiday season, offering ways to offer gratitude could improve employee retention.
For this trying year, consider this MAJOR point….
Your team still showed up daily to support you, your business or your organization, EVEN DURING THE COVID PANDEMIC.
Expressing gratitude should be practiced regularly versus only during the holidays.
Research has identified 66% of employees say they would “likely leave their job if they didn’t feel appreciated.
For Millennials, that number increases to 76%.
Do something different outside of the typical text message, card or email and personalize your gratitude.
Here are some tips to create an employee appreciation practice:
1. Write down some unique things you know about your team member.
From simply observing your team members, you can learn so much about their habits, their preferences from the coffee shop they frequent, the mention of their family or even their favorite restaurant.
2. Use that information to customize your message.
It’s easy to send a standard message but what if you can add, “I hope seeing your daughter for the first time since going away to college”, could mean to that team member. That gift card to their favorite coffee shop shows that you have been paying attention, to build an additional connection.
3. Tell them how they specifically contributed to the team, business and/or organization.
From the janitorial staff who have kept your workspace sanitized during the pandemic which attributes to the safety of you and your team, being informed of that further builds that connection. Those additional hours that team member stayed in the office, worked virtually or assisted for another team member who was out sick, should be something they should be aware, and how that benefitted the company goals.
This not only builds that intrinsic connection but it also connects them to the impact their job role makes.
4. Close with a warm “Thank You” while future casting,
This can help them believe they are a need to the team for the long term.
Example: “As we enter 2021, I am looking forward to your continued support and helping you towards your professional goal to enter management.”
Don’t stop here but continue to find ways to make this a regular practice throughout the year.
To learn some additional strategies, watch my “Employee Retention Series” or learn more Communication strategies my scheduling a workshop.
“Tough times don’t last, appreciated employees do”
