Articles from our Experts in Human Resources

Reduce The Risk of Workplace Violence

April 15, 2013
Prudent employers are evaluating the risk of violence in the workplace. READ MORE

Is Staff Training Time Compensable?

December 14, 2012
It's a common misconception that a nonexempt employee's time devoted to training is not counted toward hours worked. READ MORE

This Recession Is No Picnic

September 24, 2012
The recession has required all of us—employers and employees alike—to make some sacrifices. READ MORE

How to Avoid Labor Litigation

August 31, 2012
Legal actions have exploded in recent years in both private and class-action lawsuits. READ MORE

 New Challenges Require New Leadership

August 20, 2012
Today’s constantly changing business environment calls for a different type of leadership. READ MORE

The Dreaded Job Interview

August 13, 2012
Basically, treat candidates the way you’d like to be treated. READ MORE

Keep Staff Informed and Involved

July 24, 2012
There’s a disconnect between employees and their employers, costing the economy billions of dollars in lost productivity annually. READ MORE

Battle Workplace Bullying

August 24, 2011
This year, legislatures in at least 11 states, from New York to Washington, are considering legislation to prohibit bullying in the workplace. READ MORE

 Five Ways to Build Your Reputation

August 01, 2011
Reputation isn't about how we see ourselves and our work, but how others see us. READ MORE

Nursing Mother Rule Is a Smart Retention Tool

April 01, 2011
All employers covered by the Fair Labor Standards Act must provide lactation breaks. READ MORE

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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