Metro: lack of praise at work

ended 09. August 2021

A journalist at the Metro is writing an article on the long-term impact of a lack of praise at work. She's looking for answers to the following Qs:

  • Why is praise from management so important for employees?
  • What are the business consequences of staff who aren't praised?
  • And what are the implications for staff mental health if they go without positive reinforcement?
  • How can a manager effectively boost their staff's morale?

As ever, send over short and punchy soundbites, not War and Peace!

6 responses from the Newspage community

Star Quote
"Lack of praise often doesn't stand alone. Employees are literally giving their time and life to employers and if they aren't getting positive reinforcement for doing well then standards slip, stress levels increase, sickness absence shoots up and suddenly your best staff are leaving. Employers need to remember where they started out and be a bit more respectful towards their teams, celebrate them and bring joy back to the workplace."
"We are all human and so getting a well done or thank you for a job well done is a basic need. "Failing to do this can be very costly, as staff will leave if they do not feel valued. The average cost of replacing an employee is £15,000 and it costs more as their seniority increases. "From a mental health point of view, especially at the moment, this could have huge impacts on your team which could lead to sickness absence and a lack of productivity. The list goes on. "Managers need to make sure they have quality 1-2-1 time with their employees, especially those that are working remotely. Make sure you always praise where praise is due and be constructive if there are challenges. "Your team are the life blood of your business and you need to look after them."
"The word praise conjures up a feeling of something a school teacher gives a student for a producing a good piece of work. If we’re talking about the world of work, where the aim is increased motivation and engagement, then we should be talking more about meaningful recognition. What we so often see is the “in the moment” praise in the workplace, but to be successful and to gain the benefits for both parties, then recognition needs to be meaningful, sustained and aligned with your values and culture. "The business results of not giving praise or recognition where it’s due? Try it and see what happens, but expect increased costs and a lack of efficiency as a starter, due to high staff turnover and a pretty poor reputation in the market."
"We learn to treat ourselves from the way others treat us. This starts in childhood but, as we age, naturally expands to cover all other areas of our lives including romantic, friendship and occupational. "When we feel underappreciated or overlooked it can lead to sadness, anger and resentment. Left unchecked it can also reignite old wounds from previous hurts and contribute to the development of anxiety, low mood and paranoia. It's therefore especially important that we get credit for a job well done or even for a job well attempted even if it didn't quite work out. "Having a staff team who feel appreciated and as if you really are on 'their team' means they'll want to stick around and even more importantly will recommend you as a work place for other great people in future, too. A compassionate work place is the work place of the future."
"Everyone needs praise and acknowledgment, especially from management. Having your boss say "job well done" builds your self-esteem and lets you know that you are valued. It also incentivises you to do more. Companies who do not offer praise to their staff create a culture where staff do not feel appreciated and morale is low, which can mean problems retaining staff. Creating a culture were people are valued raises morale, promotes emotional well-being and combats mental health issues."
"At a fundamental human level we all need to belong, and with work playing an ever-increasing part in people's lives it is inevitable that belonging at work taps into all our emotional needs. "When you couple that with the significance our choice of career plays in our identity, it is no surprise that management teams bear a huge burden of responsibility for employees' happiness, mental health and well-being. "Without human engagement and positive reinforcement from management, businesses will suffer the silent consequences of disengagement and presenteeism that ultimately result in an inefficient working environment and huge financial cost. "If businesses are forward-thinking enough to recognise the human component of their work and meet their employees' emotional needs, they are able to to create loyal, committed and passionate workplaces that produce happier workforces and healthier bottom lines. Whoever said there’s no such thing as a free lunch?!"