In our quest for finding the perfect professional synergy, the perfect team, and everything else that will enable us to produce for customers and clients, as well as grow our exponentially grow our businesses, there is one thing that is often missed, and worth more than platinum in the grand scheme of achieving goals through peak performance: Gratitude.
But not phony, manipulative gratitude; genuine gratitude. With an appreciation of those who are in your trenches, pushing your vision, speaking on your behalf, and working side by side with you to ensure excellence in your brand, one must acquire a spirit of appreciation for these individuals. Why? Because if you incorporate it into your corporate blueprint, you will see amazing things happen that will essentially bring about longevity in professional relationships and ultimately, profits. Here are a few key points to applying gratitude as a best practice for your business endeavors:
- Especially in cases where there are budget or staffing constraints, showing an appreciation of team members is a major driving force in creating and maintaining high productivity.
- A close friend of mine called the new employees at her previous job the “flavor of the month” for the boss. It’s very obvious when a manager or the head of the company blatantly shows favoritism to certain team members. A better approach is to allow the team to participate in helping the new employee become acclimated to the culture of the company, and for you to use a consistent attitude of gratitude towards each person for their individual talents.
- When you seek out individuals to take on your mission, offer them an opportunity to work with you, not for you. I know this may be slightly challenging in corporate environments, but given my stance on an anti-corporate environment (although there is a firm goal-setting infrastructure in place), I don’t need the ego trip of referring to someone as my employee or saying they work for me. I introduce my staffers and consultants as people who work with me; and when they feel more in partnership with you, it usually equates to a great work ethic, as opposed to barely getting by with the assigned tasks.
- As CEO’s, senior executives and entrepreneurs, we must take a more realistic approach to our expectations of those working on our team. In order to receive optimal results, I repeatedly advise others to meet people where they are, then elevate them to the standards of where you want them to be…and this normally happens more expediently through edification and positive reinforcement.
- Team members who feel beat down and receive a pattern of negative energy tend to not be self-starters and lack motivation. Alternately, those who are built up feel empowered to excel.
After seven years (as of January 2011) of owning my own business and building my company, I haven’t experienced issues with finding great people to work with me, my team, nor my clients. If you’re curious as to why you are having issues with high turnover rates in consultants, strategic partners or employees, incorporate gratitude, and I can almost guarantee that you will boost morale and improve your bottom line.
- Ways of Showing Gratitude. (greatriversofhope.wordpress.com)
- Gratitude (wingsofencouragement.wordpress.com)
- Beverley Golden: A Little Gratitude for Servers, Please and Thank You (huffingtonpost.com)