Is the given appreciation received or does it miss?
Schwartz’s Theory of Basic Values
When we share appreciation and tell someone why we really like them, we share information about ourselves. We tend to give praise in areas that are important to us. Hence, byt analysing what praise is given, we can actually see what is important to the person who shares the information.
With this insight we know what is important to each person, and can see if their basic values are met. If not, they are less likely to hear the appreciation, creating a feeling of not being part of the team.
The result you are watching includes the following events:
– Live Example II
– Live DEMO
Note that a deficit of appreciation in one area important to a person can be over-compensated by more appreciation in another important area.
Recommended short term actions
Encourage people to vary how they express appreciation (not just for performance, but also for creativity, loyalty, tradition, openness to change, etc.).Diversify Appreciation Language
When a higher degree of employees feel that their personal contributions and what matters to them are acknowledged, we gain higher motivation, lower frustration, stronger trust in the organization. Perceived unfairness recognition is a top driver of disengagement and turnover, regardless if that’s true or not.Why? – Increase perceived fairness and recognition
% employees reporting recognition matches values and/or % unhappy KPISuggested measure of impact
Short sessions where teams learn that “just because you value achievement doesn’t mean others do — they might want recognition for benevolence or tradition.”Micro-Training on “Recognition Blind Spots”
When a higher degree of employees feel that their personal contributions and what matters to them are acknowledged, we gain higher motivation, lower frustration, stronger trust in the organization. Perceived unfairness recognition is a top driver of disengagement and turnover, regardless if that’s true or not.Why? – Increase perceived fairness and recognition
% employees reporting recognition matches values and/or % unhappy KPISuggested measure of impact
Short 1:1 or team exercises where employees share which values are most important to them. Leaders and peers then know “what kind of appreciation lands.”Value-Mapping Conversations
When a higher degree of employees feel that their personal contributions and what matters to them are acknowledged, we gain higher motivation, lower frustration, stronger trust in the organization. Perceived unfairness recognition is a top driver of disengagement and turnover, regardless if that’s true or not.Why? – Increase perceived fairness and recognition
% employees reporting recognition matches values and/or % unhappy KPISuggested measure of impact
