This is not surprising: other people like to be recognized. When you feel neglected, taken for granted or invisible at work, you don’t feel satisfied, in fact, the only thing that can satisfy you in those conditions is to fantasize about leaving the ship. My word, there are many studies on the price of popularity and recognition in the workplace.

Dan Ariely, a professor of behavioral economics, and his colleagues conducted an exam in which participants who gained minimal popularity were more productive and showed greater perseverance in a repetitive task than those who did not gain popularity.

In the Glassdoor painter’s appreciation survey, 53% of respondents said a greater appreciation of their boss would be that they would stay in the paintings longer. Appreciation is at the heart of the human being: we want the validation of our efforts, which are an extension of who we are.

The opposite is also true. Lack of popularity has been linked to significant negative effects on worker participation. Research through OCTanner Learning Group found that 79% of staff indicated that lack of appreciation is something in their decisions to place a task elsewhere. Another recent survey, conducted through PromoLeaf, found that 33% of staff who don’t feel appreciated are actively looking for a new task. With the great resignation that makes retention a specific problem, popularity has taken on a new urgency.

When workers’ happiness increases, engagement and productivity are adjusted to their needs, and being validated is key. Oprah, the queen of popularity and empathy, put it this way in a keynote address at Harvard: to be validated.

Unfortunately, seeing your staff and showing their appreciation is overwhelming now that we are in the new world of paintings: the distributed environment where only a few, if any, of your painters are located with you. in someone’s workplace and say, “I appreciate your positive attitude. In fact, it makes our meetings more productive,” sometimes it’s impossible.

However, this kind of popularity is more vital than ever because “at a distance” is ubiquitous. Despite the perceived obstacles, the solution is not as complicated as one might think. An examination through Workhuman found that 53. 9% of respondents said a “thank you” can ease the strain on functionality by remote execution. So how can you generate this functionality amplifier and voltage reducer in a meaningful way, in today’s isolated paint environment?

Here are some undeniable behaviors to expand to make sure you exude appreciation, and spark joy, for those around you, regardless of the time zone they’re in:

Listen: One of the most impactful things you can do for your staff is also one of the simplest: pay attention, stop multitasking, look directly at the user (or their camera on the screen), and pay attention to them. that he gives them his full attention and strives to discern also what is not said. Listening is one of the ultimate vital communication skills out there, but we rarely concentrate on mastering it.

2. Get to know them. To be truly original and make more sense of your recognition, strive to get to know your people, to get to know them, take the time to communicate with them about their lives, passions, values and aspirations. In fact perceive who they are and what is vital to them, their expressions of gratitude will be more appropriate and powerful.

3. Tell them why you like them. Be specific, proactive, and spontaneous. Don’t wait for them to complete a task or an entire project. This will definitely be what your team members think about themselves and your appointments with them. Right now, take the time to think about each of the members. of your team What trait or characteristic do you appreciate or appreciate from them?

There is a quote I use all the time attributed to Teddy Roosevelt: “People don’t care what you know until they know how much you care. “It’s such a clever reminder. Ask the other people you paint with. Ask, “How are you?” and actually, in the absence of knowing the answer, it will show them that you care.

5. Help them get to know each other. If you’re leading a team, creating a culture of popularity will help magnify the great benefits. This means you want to create opportunities for them to get to know each other and showcase your exclusive non-public brand. Systems that create interaction between team members and help them notice unique characteristics in themselves and others (such as emotional intelligence, non-public branding, or presentation skills) are a wonderful way for them to come together and, in the end, recognize themselves. authentically.

Nowadays, it’s simple to feel like a stack of nameless pixels at work, but your team is made up of people, not pixels. Focus on spotting the attributes, achievements, unique contributions, and value of others, and your team will begin to feel human. (and happy) again.

William Arruda is a keynote speaker, author, co-founder of CareerBlast. TV and author of LinkedIn Profile Type Indicator (LPTI) that measures the sympathy and credibility of your LinkedIn profile.

I am a non-public logo pioneer, motivational speaker, founder of Reach Personal Branding and co-founder of CareerBlast. TV.

I am a non-public logo pioneer, motivational speaker, founder of Reach Personal Branding and co-founder of CareerBlast. TV. I am also the best of the reference books on executive logos: Digital YOU, Ditch. Dare. Make!And career distinction. I am passionate about how non-public logos can motivate career-conscious professionals to become indispensable, influential and incredibly satisfied at work in their cultures. Here’s a fun fact: I have the unique privilege of offering more non-public logos to more people, in more countries, than anyone on earth.