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2020 model of appreciation avi liran

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2020 model of appreciation avi liran

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Based on interviews with hundreds of leaders since 2006, these 12 steps will help you to master effective appreciation.
Effective appreciation worth millions of dollars. Leaders who harness the essence of appreciation are rewarded with higher engagement and trust.

Based on interviews with hundreds of leaders since 2006, these 12 steps will help you to master effective appreciation.
Effective appreciation worth millions of dollars. Leaders who harness the essence of appreciation are rewarded with higher engagement and trust.

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2020 model of appreciation avi liran

  1. 1. 2020 Model of Effective Appreciation Master effective appreciation
  2. 2. I mpact: Emphasize what is her or his positive impact on the organization. P ride: Increasing employees’ pride in and loyalty to your organization through effective praise. S pot: Train yourself to notice and focus more on what works well. oon: When is the right time to praise?S pecific: How to praise? Effective praise is not general .S incerity: Give credible and honest praise.S pace: Where is a good place to praise?S ingle: Public recognition or individual praise?S tretch: How to ignite self motivation to do even better?S pread: Sharing the praise virally to recognize and inspire others.S Delight – constantly upgrade your appreciation skills upport: Do you provide the resources employees need to sustain high performance?S urprise: Be creative - avoid praise fatigue.S
  3. 3. 01 IMPACT Does your organization have a higher purpose? Employees, especially the younger generations, are inspired and feel motivated when they are aware that their actions add value to a greater cause and contribute to the community and the world. Help them understand their unique contribution: When people understand their impact, they are intrinsically motivated. They feel that the work that they do matters. Share with them how their contribution positively affects their team and the big picture helping your organization to achieve its business goals and higher purpose.
  4. 4. PRIDE Understanding the impact of their contribution increases your employees’ pride in what they do as well as their sense of belonging Pride in their job increases employees’ loyalty, motivation and advocacy for your organization brand Recognize: Pride in the job arises when passion leads to results and efforts are recognized 02
  5. 5. 03 Be on the look out. SPOT THE GOOD! Set a KPI to measure how many positive things you notice about others a day. Retrain yourself to notice what works well. Pay attention to the good things you see. We are wired to look for what goes wrong, to criticize and focus just on the results, often ignoring the effort. INSTEAD: Three praises a day keep the corporate blues away.
  6. 6. Catch them in action when they are doing well SOON The sooner you praise, the higher the impact Make sure they notice that you notice Empower rapid peer recognition that surfaces upwards There are mobile apps that enables instant recognition Either praise them on the spot or the same day, or arrange time for a “praise session” as soon as possible 04
  7. 7. SPECIFIC The WHY of the appreciation - Heaven is in the details 01 Appreciation becomes more powerful and meaningful when you describe the WHY of your praise instead of making general statements like “Good Job!” 03Elaborating what actions you appreciated makes you more credible and believable. 02 Being clear about what exactly is valued most will inspire employees to repeat and be on a look out of what the organization values 05 WHY
  8. 8. SINCERITY Keep it real Mean what you say or don’t say it at all Avoid exaggeration and pity praise. Don’t praise for the sake of praising Never praise the undeserving Fake praise encourages repetition of an undesired action Fake praise damages your reputation and harms the receiver 06
  9. 9. SPACE Find a good place for effective conversation Avoid casual “Good job” praise in the corridor. After all, it is a golden opportunity to uplift relationships Finding a nice place with a comfortable ambiance that inspires professional intimacy Break the routine Make your way to their desk or invite them for a personal meeting Be present. Switch off communication with others during the session 07 zzz
  10. 10. Find the time to appreciate in one on one format SINGLE Out of over 3,000 people surveyed, more than 70% said they would rather their direct boss praise them in person than receive an award publicly. This percentage was higher with the millennials. Despite competitive spirit in Asia, there is an element of shyness. Results were consistent also with extroverts. They crave personal, positive recognition from the people who have the greatest impact on their daily life They want to know how they can learn more to help them advance their career faster Personal praise can also be a coaching session. Personal praise by the leader contributes to their ability to perform better in the future It motivates newcomers and makes them feel more secure and cared for It helps them calibrate their effort towards better formal appraisal in the future and avoid future criticism 08
  11. 11. Coach them, so they can do even better STRETCH Encourage them to: Do more of it and more often. Replicate their success in other areas Increase their value as team players by helping other team members Do even better and assume their full potential. After delivering the praise your employee deserves, encourage them to solicit for feedback more often. Mentor them on what milestones they should look at so they can get to the next level in their career more quickly 09
  12. 12. Sharing praise will SPREAD Share the good across the organization Consider using social apps that allow peers to praise each other. Seek permission to share praise you give to employees with others, including over social media. Offer a platform for employees to share their good stories or experiences, inspiring others while boosting their confidence and validation. Inspire others to replicate the good and make more effort. Cultivate a delightful culture of appreciation. 10
  13. 13. Wow them beyond their expectations DELIGHT THEM
  14. 14. Delight them with resources SUPPORT GROWTH Help develop their management skills so they can delegate and take up more responsibilities. While verbal praise and bonuses or perks are appreciated, showing that you trust their opinion and expertise is as important. It is easy to ask people to do more with less. But pushing this too far can result in mounting stress, burnout and resignations. A general who wants to win the war makes sure that his units are equipped to win. 12 Delighting bosses are careful to check whether their employees have enough resources to sustain improvements in their performances. Do they need to develop more skills? What procedures could be changed or simplified to support them? Give the a voice. Invite them to contribute in higher level forums where they have greater visibility to higher level strategy and decision makers.
  15. 15. SURPRISE Be creative. Avoid “Appreciation Fatigue” Find new ways to show that you care about your employees and are interested in them as human beings. Surprise them with your most valuable asset – give them your time.Feed them. One way through an employee’s heart is through their stomach. Large corporations often have retreats or buffets for employee appreciation. Putting sweet treats in the pantry is also impactful. Be generous and foster their pride in work. For example: Provide tickets for a show for their family. Invest in unexpected, creative and delighting ways Personalize and be more personal. Knowing their preferences will help. A hand-written note and a small personal token will have a greater impact at marginal cost. 13

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