You Can Keep Your Team Happy With These Three Things and One is Not Money

11.5 Million workers quit their jobs between April and June this year. 48% of employees are actively searching for a change.

The hiring market is as challenging as it has ever been. So many people are quitting their current jobs that this time period is being referred to as the Great Resignation. I was reading a recent Harvard Business Review article, With So Many People Quitting, Don’t Overlook Those Who Stay.It emphasizes the importance of taking care of your team members that are currently on your team and seemingly happy. Suddenly, that feels like that is the most important thing you can do as a leader. 

The interesting thing that this current environment is illustrating, perhaps more than ever, that jobs are not just about money. It is important, and most of all, it needs to be fair. The dynamics of what that means is certainly changing now, but there are several other elements that weigh more heavily on workers’ attitudes towards their employer than just money. It is a different world right now. Yes, you have to pay fairly, likely more than you have in the past. But to KEEP them, you need to have a culture that people WANT to work in.

Here are three important, yet simple, things you can do to keep the team you have and help to create a place they want to stay.

Appreciation

How do people feel? That is where appreciation comes in. More than anything else, appreciation is about the emotions that go with working in a particular environment. It can be the output of the other items below. The feeling of appreciation that a team member realizes will never be more than the level of appreciation shown by the leaders. That means, in order for your people to feel appreciated, you will need to express your appreciation generously. 

Appreciation comes in many forms, but the simplest can be the genuine ‘thank you’ that comes in response to demonstrated hard work. Sharing the emotions of gratitude you feel for their effort will translate into feeling appreciated.

Recognition

Isn’t recognition and appreciation the same thing? Not quite. Recognition typically comes in the form of calling out specific actions or events that another person has delivered on. The two certainly work hand-in-hand, but both are necessary to maximize the benefits. It is easy to give out awards for achieving a goal and completing a specific task. The feeling of how that is valued within the team or organization beings in the appreciation element.

Recognition without appreciation — “here’s you award for being the top sales person.” Sometimes these certificates or trophies get sent to the person via mail or even email. They may contain a note, but not the personal touch. 

Appreciation with recognition — “Dave, our top performer, has made a huge contribution to the team and company this year. He has connected with customers on new levels, which led to his tremendous sales leader achievement. I am so grateful for how he builds customer relationships, shares his ideas with everyone, and makes us better as a team through his thoughtful approach. Congratulations and thank you!” That’s showing appreciation along with the recognition.

Encouragement 

Encouragement comes in many forms as well. It goes beyond the basic idea of telling others, ‘they can do it.’ Encouraging others also has to be specific and realistic. It is sharing ideas about how they can achieve more. It is about asking questions, so they can see they already have the tools and knowledge to be successful, and when they don’t, helping them find them. Encouragement is about positivity. It is about sharing possibilities. And, most of all, it is about showing a path forward for success and that it can be achievable. 

These three things are distinctly unique while being very similar. All matter, a lot of building a team of people that feel supported, wanted, and most important, valued. They are simple in concept, difficult, if not complex, in practice. Woven together, they are a recipe for a culture where people will enjoy working and encourage others to do the same.

How can you utilize appreciation, recognition, and encouragement together with your team to create an environment that want to work in?

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