How to Keep Your "A" Players #6: Acknowledge Good Work

Attracting and retaining talent is essential to scaling your business successfully. This is especially true for your “A” Players.

Frank was sitting in his office working on some innovations in his functional area. His supervisor, Sally, stuck her head in the door and said, “Frank, I want to thank you for all the great work you’ve done lately. It’s made a huge difference in the financial performance of our team.” Frank looked up with no little aggravation and said, “Get the heck out of here—I hate acknowledgement and praise!”

What’s wrong with this picture? It’s not a likely scenario, because we all like acknowledgement and praise for our good work. As a leader, an added incentive to practice this leadership skill is that it’s so darned cost effective, i.e., it doesn’t cost you any money, and it only costs you a couple of minutes of your time.

The result is a more engaged and enthusiastic team member who is more motivated to do even better work. Leaders of a more cynical nature might worry that you shouldn’t compliment your team members so you can maintain your dominance in the relationship and keep them hungry for your approval.

The problem with this approach is that the team members who will make your business wildly successful (“A” Players) won’t work for a leader like that. While they understand that there is a power differential in the relationship, they want to follow someone who treats them as a respected partner, not a minion.

Eighty to ninety percent of your communication with your team members should be of a positive nature like planning and acknowledging contribution. That way, when you need to give negative feedback and performance coaching, it is well received. If you “manage by exception” and the only time folks hear from you is when there is a problem, they’ll avoid you. Who could blame them? Besides, it’s a lot more fun to give compliments, eh?

Don’t be a stranger. (770) 993-1129, tdockery@TheResolveFirm.com