If you asked the majority of employees the reasons for leaving a good job you might hear comments that involve a lack of appreciation rather than compensation. Resigning from a job may sound like an impulsive choice. However, according to a Gallup poll, at least 75 percent of the reasons for voluntary turnover can be influenced by managers.
The churn of employees leaving often creates an atmosphere of mistrust and uncertainty that leads to constant state of chaos in the workplace making it difficult to attract and keep talent. The main reason attributed for such disorder points back to the simplest of all acts, the lack of appreciation. The acknowledgement that managers care keeps employees motivated and productive.
In a competitive market where the length of stay is often measured in months not years can be avoided if employees feel appreciated. According to Gary Chapman and Paul White, authors of 5 Languages of Appreciation in the Workplace, appreciation is important for business not only for encouragement but for the bottom line. The need for appreciation is hard-wired in our psyches. Without it, employees drift toward burnout and dissatisfaction.
Happy employees tend to feel cared for by their employers and most likely affect customers by keeping them satisfied and attracting new ones. Employees who are appreciated stay longer and the rate of turnover is less when employees feel a part of the team. Here’s the catch, appreciation doesn’t have to cost a lot of money as in extravagant work events and outings. Enticing employees with bonus structures and high salaries may sound good. However, the end result boils down to how well people feel connected at work.
Expressing appreciation works because it touches upon a fundamental truth relating to Maslow’s hierarchy of needs – the need to belong. One of the best examples comes to mind of a newly hired employee who for months sought after their dream employer, finally an opportunity was presented they accepted a job offer and after four weeks on the job began to have deep regrets. They resigned after a grand total of two months not due to a 25 percent increase in pay or quarterly bonuses but rather their boss who was a complete disappointment to them.
Unfortunately, humans aren’t made to keep working without feedback and the more appreciation expressed in a sincere way prevents the costs associated with high turnover. It’s not that employees are looking for recognition in balloons and confetti every time a goal is reached, rather the appreciation that matters is the everyday acts that management can often take for granted like acknowledging a great attitude or pointing out what employees do right instead of wrong.
With the holiday season fast approaching, Spherion’s Emerging Workforce study offers suggestions in showing appreciation to employees.
Closing the office early during the holidays appeals to workers who believe time and flexibility is important when it comes to staying with their current employer.
Hosting a holiday team luncheon can encourage camaraderie and goodwill and strengthen supervisor relationships.
Since management climate is important, having a senior leader write an email or letter to thank employees on a job well done this year can make a great impact in keeping them there.
Would the lack of appreciation influence your decision to leave your employer?
