Most managers stuff up because they do not give their direct reports praise. One of the reasons they don’t show appreciation may be because they were never shown appreciation themselves.

People Remember Appreciation.

When employees are asked about the best and worst examples of management they have seen, it is nearly always linked to some sort of appreciation and whether it was received or denied. Everyone wants to know that the work they are doing is important. Furthermore, appreciation is free and has the potential to improve employee performance more than a measly salary increase.

Appreciation: The Skill

Remember to be specific with regards to the tasks that you appreciate and want to have repeated in the future. Remember to describe the impact of how that tasks fits in and has helped improve the bigger picture. Don’t overdo it. Too much feedback lessens its impact and can also come across as being insincere.

What People Want

What do Gen-Y employees need from their Baby Boomer managers that Gen-Xers don’t? How does gender affect employee-manager relationships?