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Appreciation matters: Creating a pesitive work culture – NewsDay

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BIG or small, the size of the organisation doesn’t matter, But it is important to make your employees feel valued and appreciated. Employees who are happy with their jobs are less inclined to look for work elsewhere. A pat on the back is probably one of the most effective ways of eliciting the greatest performance from your employees, and their productivity will undoubtedly rise as a result. Appreciation is a powerful tool and is one of the core values that help a company rise and be known for treating its people right.
What is appreciation?

Appreciation generally means “recognition and enjoyment of the good qualities of someone or something. In the workplace, appreciation can be as simple as saying “thank you” for a job well done, for completing a project quickly, or for coming to a meeting prepared and ahead of time. In the workplace, appreciation plays a key role in creating a positive organisational culture and strengthening employee-leader relationships. Many studies have revealed that appreciation is one of the proven methods to motivate employees, make them more productive and committed to their jobs.
Why is it important to have a culture of appreciation?
Showing appreciation in the workplace is an effective way to develop emotional connections between your employees and your company. Culture of appreciation plays a key role in the workplace and creates a positive organisational culture. It results in the strengthening of the employee-manager/leader relationships. It is important to build a culture of appreciation in the workplace because it ensures that your employees will be healthier, happier, more satisfied, productive, and more loyal to your company.

Why show appreciation?
Well-recognised employees have more drive and determination. They develop a stronger connection to the company because they feel like their bosses see them as human beings and have their best interests in mind. This encourages employees to increase their efficiency and be more productive; if they feel like the organisation cares, they’ll stay invested in the company’s success making them less likely to leave. Appreciation can also reduce workplace conflict. This is because they will be imparting positive feelings onto others and cultivate better work relationships. Common sense says it all that the spillover effect of gratitude can lead to random acts of kindness or generosity which will in turn benefit the company.
How to express your appreciation appropriately
Employee appreciation gifts are one way that dedicated team leaders can show that they truly care about their employees. Like any type of gift, there are so many options, and it can feel incredibly overwhelming deciding exactly what to get your employees to show them you appreciate them. Employees might enjoy a physical reward for their hard work and you can send a variety of things like food vouchers to motivate your staff and brighten up their day. Products like a company shirt, paper goods, or a coffee mug can make your employees feel part of the team, especially if they receive these with a thoughtful, hand-written note.

Share appreciation as a team
It should be taken into consideration that shining moments deserve public recognition, whether it’s for doing great work or for living out company culture. You can celebrate these employees by announcing their accomplishments to the rest of your team. You can even make this practice digital. Acknowledge employee efforts in an online social group like Facebook, or circulate news in a company-wide email. Moreso, encouraging your staff to recognise each other builds a culture of appreciation and belonging, because they feel understood and valued. Try to make this part of your routine — probably monthly or quarterly depending with your organisation. Challenge each other to find great work and acknowledge co-workers for their contributions at the end of every week. Indeed, appreciation can help your employees feel seen and valued.
Avoid arguing against every opinion
Listen to yourself every time you voice out your new proposal for your employees. How do you react? If you find yourself killing everyone’s input and defending your own stand, then you are not really giving them the open communication you claim to uphold in your company. I am not saying that you must listen to every opinion thrown at you. In fact, that is the worst thing that you could do as a leader. Rather, listen, understand and find out which of these opinions would actually help improve the company, a new policy or project.
Emphasis on employee wellness
This ensures that employees feel their best in all aspects be it physical, mental, financial or emotional. By ensuring that employees have the resources, tools, and opportunities to live their healthiest life, organisations can get the best of their employees both inside and outside the office. To build a culture that fosters such behaviour, organisations  can enhance their current culture by having an honest conversation with perpetrators of the culture  employees. Asking for employee feedback about likes and dislikes can give an idea about the current company culture and environment. Leaders can use these suggestions to create a positive company culture that energises the workforce, and makes the employees feel heard. 
Celebrating big wins  and small wins
Celebrating big wins improves team morale, showing employees that the entire organisation is as invested in their continued success as they are. Also, having opportunities to discuss and show off their success gives employees an added reason to succeed better and faster the next time. When employees are recognised, they can see beyond the everyday monotony of their work and try to find ways to improve it. On the same note, celebrating small wins helps employees understand the value of everyday work. By showing them their everyday efforts are valued, managers and organisations can nudge employees towards big wins. Not only does it improve the culture of appreciation in the workplace, but it also brings joy to the process.
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