What is in a Thanks!

A few years ago a global insurer in its annual employee survey received an interesting feedback. Employees pointed out that senior management does not say “thank you” enough or put it another way acknowledge the efforts of the employees. At least the senior management quickly got the cue and made it a point from then on to recognize employee’s efforts right in the opening lines of all communication. Unfortunately the intention of the senior management did not percolate through the different layers of the organization.

With annual reviews round the corner it is a good time to reflect on the virtue of acknowledging others. May be, if managers make it a regular habit to acknowledge others there would be less turn over, higher engagement and increases will be based on performance and not as an inducement to stay with the organization.

Interestingly not all acknowledgements are same. Some are dry and impersonal like-thanks; and then are some which are empowering and encourage the person to repeat the effort over and over again without any external motivation.

Most people in their day to day personal or professional lives do not give much thought on “thanking” people. On the contrary those who make it a habit to acknowledge others enjoy enormous benefits from this simple quality.

Mark Goulston in his article “How to Give a Meaningful Thank You,” (http://goo.gl/CDxVE) argues that people are wrong to think that money, benefits or just having a job is good enough for employees.

According to Mark people who really make a difference in our lives (at home and at work) do not receive enough acknowledgements from us.  In the above article and in his book “Just Listen” he suggests using a “Power Thank You” instead of a regular “thanks.” A “Power Thank You” has three essential elements:

1.       It highlights specifically what the person did that was above the call of duty

      2.       It acknowledges the person for the effort (or personal sacrifice) that they made in
              completing the task
     3.       It clearly states what the task personally meant to you

Similarly Sandy V Abell in her article Compliment, Endorse or Acknowledge? (http://goo.gl/Ci22f) eloquently distinguishes between the three. According to her-

1.       A Complement is a positive statement about a behaviour or thing. But it is emotionally detached.

      2.       An endorsement is focused on a person’s ability or skills, and says something about them
      3.       An acknowledgment is even more personal and is the best of all, because it’s a positive
              comment that focuses on who the person is.

It goes without saying that whatever method you chose you have to be genuine in its use. And don’t worry whether it will work or not as there is enough research that it does. If you do it enough you may have just started a culture in your organization-that is what leadership is all about.