Comments on: The Two Pieces of Appreciation http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/ It's not a lesson in learning to be nice to people. Management is about leverage and impact. Wed, 7 Jan 2009 15:14:51 +0000 http://wordpress.org/?v=2.5.1 By: Tom Foster http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/#comment-3466 Tom Foster Mon, 11 Sep 2006 10:34:14 +0000 http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/#comment-3466 Timo, real world application is the backbone of this blog. Thank you for the insights in your comment. I am always pleased to see participation from outside the US. It demonstrates the universal struggle to engage groups of people (companies) in productive work. Timo, real world application is the backbone of this blog. Thank you for the insights in your comment. I am always pleased to see participation from outside the US. It demonstrates the universal struggle to engage groups of people (companies) in productive work.

]]> By: Timo Söderlund http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/#comment-3465 Timo Söderlund Mon, 11 Sep 2006 04:26:16 +0000 http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/#comment-3465 Dear Tom. I am right now helping a friend of mine, who own a very small company with 5 employees. During the years there was neither the time nor the oppotunity to be engaged in his business. Reinforcement, as you now write about, is one fo the main keys in releasing the potential in team-members. We have now been working for almost 2 months with the company. This is my conclusion in a small enterprise: Given no, or little appreciation, the commitment and energy slowly fades with the employees. Trying to bring it back is not a miracle that you can accomplish in a week or two. It takes time to rebuild trust and commitment. After 1-2 months, the trust in "reinforcement" gradually build up, and then you start to see the big improvement. So my small comment to your recent topic is: do not get sad if your new reniforcement "tools" does not work immidiatley. The people has to trust that you are not just "playing" them. When they trust you, this way to activate and bringt forth energy is almost "magic". In my frinds company we now see positive effects like - increased engagement in the performance of the company, we have more order and routines work better, and everyone is more commited in cleaning their work-places (small but important improvement). The turnover has started to develop (since beeing more at ease and more commited - also reflects in the interaction with customers), and the general atmposphere is much nicer in the daily work. All the best from Sweden // Timo Dear Tom.

I am right now helping a friend of mine, who own a very small company with 5 employees. During the years there was neither the time nor the oppotunity to be engaged in his business.

Reinforcement, as you now write about, is one fo the main keys in releasing the potential in team-members. We have now been working for almost 2 months with the company.

This is my conclusion in a small enterprise:

Given no, or little appreciation, the commitment and energy slowly fades with the employees. Trying to bring it back is not a miracle that you can accomplish in a week or two. It takes time to rebuild trust and commitment. After 1-2 months, the trust in "reinforcement" gradually build up, and then you start to see the big improvement.

So my small comment to your recent topic is: do not get sad if your new reniforcement "tools" does not work immidiatley. The people has to trust that you are not just "playing" them. When they trust you, this way to activate and bringt forth energy is almost "magic".

In my frinds company we now see positive effects like - increased engagement in the performance of the company, we have more order and routines work better, and everyone is more commited in cleaning their work-places (small but important improvement). The turnover has started to develop (since beeing more at ease and more commited - also reflects in the interaction with customers), and the general atmposphere is much nicer in the daily work.

All the best from Sweden // Timo

]]> By: Bill Kent http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/#comment-3464 Bill Kent Fri, 08 Sep 2006 11:44:06 +0000 http://www.managementblog.org/archives/2006/09/08/the-two-pieces-of-appreciation/#comment-3464 Dear Tom: Catherine and I are now in Chaing Mai, northern Thailand... and it's right out of National Geographic. your memo above is "right on". Every month, at our Team meeting, I read all the nice emails and letters received over the past month from our customers. Providing a pat on the back by recognizing good behaviors only reinforces the good behavior and inspires team mates to do the same :) hugs Bk Dear Tom:
Catherine and I are now in Chaing Mai, northern Thailand... and it's right out of National Geographic.
your memo above is "right on". Every month, at our Team meeting, I read all the nice emails and letters received over the past month from our customers. Providing a pat on the back by recognizing good behaviors only reinforces the good behavior and inspires team mates to do the same :)
hugs
Bk

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