There’s a family story that my grandfather, fresh off the boat and working in the pre-union days of the manufacturing industry, had a line job in Cleveland that involved ten-to-twelve-hour days, six days a week.
When he needed a trip to the loo, it was right there in front of him: The company had conveniently supplied a gutter that ran the length of the line for exactly that purpose.
We have a friend who works for a major Los Angeles media conglomerate. This friend found out that the company monitors the number of keystrokes being made by each staffer, and the frequency and length of their bathroom breaks is tracked. I’d love to cite this as an outlier, but it’s not.
We’ve made so much progress.
Let’s face it, many workplaces are about as cheerful and considerate as the Monday morning alarm clock. There’s a constant battle against the threat of job insecurity and the relentless managerial mantra of productivity.
Over time, those pressures contribute to a culture that doesn’t elevate participants, It grinds them down. Entrepreneurship and innovation wither because they’re so linked to what’s personal: The desire for acknowledgement, recognition, pride in the work.
As entrepreneurs who work with a lot of various contractors and associates, we realize they’re not just looking for money. Nearly everyone also needs more intangible gratifications. So there’s a cure for the corporate malaise described above: the culture of congratulation. There are ways of turning your workplace, whether physical or remote, into a virtual confetti cannon of positivity.
Why bother with this cheerleader act?
If you’re a manager, you might be thinking, “People are here to make money, not friends.” Thanks for the hot tip, Don Draper!
Well, surprise, surprise: happy employees are more productive employees. When people feel valued and appreciated by leaders and teammates, they’re more likely to give a frak about their job. And when people give a frak about their job, magical things happen, like innovation and fewer sick days.
If you’re a worker bee, you might think, “I’m here to make money, not friends.” But being in a culture where positive reinforcement and collegiality are the norm will probably make you happier, ergo more satisfied, engaged and productive. You’ll be less likely to kick the cat or haunt Glassdoor casting aspersions on your CEO or otherwise toxifying your soul.
Two kinds of apples
Corporate cultures can look very much the same, but it’s the small – and often nearly visible – things that make all the difference. As a kid, I had to regularly rake an orchard to dispose of fallen apples that looked perfectly delicious but were grainy and sour as lemons.
When a business imposes an attitude that abjures on-the-job collegiality, regular expressions of recognition and mutual respect, or mental break time (a.k.a. “goofing off”), it compromises the ability of knowledge workers or even the warehouse team to give their best. It’s nurturing the proverbial sour – or even poisoned – apple.
As a contractor and consultant, I’ve seen examples of both in the tech industry. Take, for instance, a global platform provider that’s a leader in its industry versus a growth-focused startup with a militant focus on performance and productivity. The former has great employee and customer retention, while the latter struggles with both.
Which of them, do you think, has a “culture of congratulation” in place? Where not only is the CEO regularly handing out public kudos, but a vendor can expect unsolicited and unexpected praise for a job well done? No surprise here: It’s the industry-leading platform provider.
Maybe that springs from success: People can feel good about themselves and their jobs because the company is already a winner, and that sifts down through personal interactions, customer support and beyond. But one suspects it goes deeper: The company became a leader because people were willing to work harder and smarter, to give the best of themselves, because of that positivity I mentioned above.
Show them the sugar!
When you’re complimentary and considerate of the people who work with you or below you, that’s the spoonful of sugar that permits you to dispense the medicine of constructive criticism or, if it’s necessary, bad news.
If sincere positivity and earned praise are withheld, then all criticism comes across as negative, even when it’s constructive. It might seem an unfair reaction, but it’s understandable in context. And in order to duck criticism, we begin to waffle, equivocate, point fingers or otherwise avoid being honest with each other or ourselves – as people and as an enterprise.
So, how do we achieve a more positive, mutually uplifting and respectful culture that, in the end, also enables more honesty in communication and interaction? Here are some of the practices we at MSMC try to apply ourselves in running a business, and we can vouch for the fact that they work.
Ditch the ‘good job’ cliché
We’re not talking about slapping a generic “good job” on every email like a gold star sticker. This is about genuine, specific, and deserved recognition.
Instead of a bland “well done,” try something like, “Your innovative approach to the widget launch campaign was a game-changer. You’ve officially earned the title of Widget Wizard,” Which one would you rather receive?
If positivity and earned praise are withheld, then all criticism comes across as negative.
Public praise, private shame
Public recognition is like…well, the equivalent of the perfect gummy kicking in just when the headliner comes on at Coachella. It’s revelatory, almost a religious experience for employees. the latest and greatest music fest pharmaceutical for employees. It makes them feel good because they’re seen as important (and let’s be honest, who doesn’t want to feel important?). Whether it’s a company-wide shoutout or a simple social media post, let your employees bask in the warm glow of the spotlight.
Don’t forget that it doesn’t have to be praising exceptional things, even if that recognition is coming from the top. Little actions count, too, especially if they show that people are upholding the values of the company or are simply being great human beings.
And if someone’s performance is, shall we say, less than stellar, handle it privately. Public shaming is so Roman Empire; it went out with decimation.
Lead by example
So you want your employees to be positive and plaudit-posting? Then you’ve got to set the tone. Be generous with your praise, and don’t be afraid to publicly acknowledge the contributions of your team or contractors. Make certain it’s deserved, though, because people have good bullshit detectors and will react negatively to artificial cheerleading. Also, don’t be a hypocrite. If you’re preaching the gospel of positivity, you better be living it.
As an employee or even a contractor, the same holds true: Make a point of extending kudos to others, soliciting their POVs on things, and even being curious about their lives outside the office. One client of ours has team members share photos of their weekend activities at Monday morning go-rounds, setting the tone for the rest of the week.
Give more so you’ll get it back
In addition, being supportive of the contractors and employees you’re working with is more than just good form. That kind of positivity is better for your health, while a scarcity mentality is toxic for both the workplace and you as an individual. Things may be a bit nip-and-tuck at times, but there are always jobs and work out there, even if they require adjusting your skillset as the market evolves. But that’s the kind of challenge that keeps us awake and engaged, right?
Hoarding praise like Schmiegel clutching his “precious” is distasteful and a quick way to get yourself excommunicated at the earliest opportunity by those who find you to be a buzzkill. When you approach your workmates with an abundance mentality where you’re willing and eager to express gratitude, you’ll lighten your own psychic load, not just make them happier. If you’re an entrepreneur, more work will magically arrive, as if you’re karmically magnetized. It’s simple, and just like kindergarten: help your work friends and they’ll eventually help you, too.
Build a habit
Consistency is key. The great James Clear has a lot to say about building habits, and one practice he promotes is the “two-minute” model: Start out in simple, attainable ways that don’t take much time but help build toward full-on behaviors. Within your organization, start small and watch for the impact, and see if people are following suit in their own ways.
More importantly, don’t just go on a congratulatory bender for a week and then forget about it. Set aside time each week or month to celebrate successes. You could even hold a regular “praise party” (no joke!) or an EOW “happy hour” where people share successes before they knock back for the weekend.
Get creative to stay engaged
Any time you try to foster these kinds of behaviors, there’s a chance people will get doubtful or jaded about it. Keep things fresh and organic by making it participatory for them, like a “shoutout of the week” where employees nominate their colleagues.
Create a Slack or other channel for teammates to say congrats or offer praise but ask them to do it in unique ways; one client asked people to do slam “praise poetry” videos and it was amazing how well that caught on.
One simple tactic? Have a permanent digital space or even a physical one for posting compliments and recognitions. If you’ve got a website page where you’re showing industry awards for your company, why not show the outside world how great your team is by making their plaudits public? There’s a reason the “employee of the month” is posted very visibly so many restaurants: It’s got an effect on both staff and customers.
Make it personal
Social media and other sharing platforms make praising others much easier, but there’s no substitute for a material expression showing more than the typical amount of effort. A handwritten personal note or letter, for instance, is such an anomaly nowadays that it’ll have that much more impact.
So will a small gift. I’ve received client notes, framed photos, awards and even more that go back 30 years, and they’ll always hold value for me.
Measure success
Like any good business strategy, you need to measure the impact of your campaign. Track employee engagement, turnover rates, and productivity metrics to see if your efforts are paying off.
Remember, building a culture of congratulations isn’t just about being nice, though you should always put that on a pedestal. It’s a strategic move that can boost morale, productivity, and overall company performance. So ditch the cynicism and embrace the positivity. Your employees (and your bottom line) will thank you.