Welcome to one of the harsh realities of life, Christina. Unfortunately, we can’t force anyone else to do anything – even if we think it would be ‘good for them’. So you have a choice – do nothing or do what you can. I vote for the latter. Although it appears you cannot currently convince your boss to be involved in
Susan, you are thinking the same way we are. The approach to getting individuals “engaged” in their work and workplace has shown great promise in creating more productive and positive employees. The work by Julie Gebauer & Don Lowman (among others) has demonstrated that a proactive approach to creating more engaged workers creates benefits for both the organization and the individual.
You are right, Suzanne, busyness is the #1 enemy of communicating appreciation in the workplace. And from work I have done with hospitals and med schools, they are one of the most frenetic workplaces I know. Let me give you a few suggestions of how you can use brief snippets of time to “connect” with your colleagues. All of them
Steve, this is a common issue raised, especially among teams who are not that close or who are highly competitive. Although a sense of unfairness and resentment can potentially develop, we have not found this to be a problem with the teams with whom we have consulted. Why? Because communicating appreciation is a ongoing process that is fluid. While a
Great questions, Donna! You are right on target. We believe the process of communicating appreciation should not be solely performance based. Although supervisors want to support and reinforce positive behaviors demonstrated by their staff, workers need to be encouraged when they are having an “off day”, too! In fact, we could argue that when a teacher “loses it” with a