According to David Hassell of 15Five, our motivation is maximised when we receive our ideal form of praise, encouragement, or reward for our efforts.

“Taking The 5 Love Languages into the workplace was a natural transition”, explains author Gary Chapman, who co-authored with Dr. Paul White The 5 Languages of Appreciation in the Workplace, that reflects the deep need to feel that somebody cares about me, and somebody appreciates me.

 

 

The 5 Languages of Appreciation in the Workplace:

  • Words of Affirmation – uses words to affirm people
  • Acts of Service – actions speak louder than words
  • Receiving Gifts – people like things to feel appreciated
  • Quality Time – giving someone undivided attention
  • Physical Touch – appropriate touch (pats on the back)

According to Dr. Paul White in order to have good health at an organisational level, the individual level must be taken care of first. However, companies can’t take the time to practice each person’s language of appreciation, given that each have our own unique desires and needs, but team leaders can and should.

When we feel valued and appreciated, we are able to perform at peak levels.

Feeling cared for and supported increases our mental and emotional wellbeing, which translates into improved work performance, job satisfaction, increased employee productivity, and adds to the overall health of the organisation.

When we maximise our personal performance, we find ourselves with the time and ability to reach out and support our colleagues, in turn.

Eventually, as team members begin to work in greater unison, they will begin to see the fruits of their shared labour and become more invested in their success as a team.

According to Dr. Paul White one of the best ways to discover how others prefer to be acknowledged and recognised is to practice experimentation and observation. “Take quality time for example. It may be that some people want some individual time to talk with their supervisor, while others don’t want to meet with their supervisor at all,” explains Dr. White. “It just differs for everyone.”

For example, try taking your staff out for a one-on-one lunch once month.

Observe the impact of your initiative.

Did they respond positively?

Did they seem happier?

Did you notice an improvement in their work?

These are all indications of how effective that method of appreciation was.