It doesn’t cost anything.

• It is natural to do so.
• You could easily fix it but you don’t.
• It will eventually repel your high performers
  enough so they will leave.
• It makes your solid performers into mediocre performers.
• It turns your mediocre performers into just-get-by
  employees.

What is it? You should know.

It doesn’t seem like a big deal, but it is.

It shouldn’t matter, but it does.

It shouldn’t be necessary, but it is.

What is it? Simply—you withhold appreciation. It’s hard
to believe it makes that much difference, yet all the research validates what
is obvious in your and every organization. And you contribute to your people’s
lack of motivation.

Yet here’s the irony: you require the same thing. You
think that people don’t appreciate all you do. You feel taken for granted. You would
perform better if you were appreciated by others. You know the good feeling you
get when your contributions are noticed by others, especially your supervisors
and colleagues.

You require appreciation, yet you withhold it from
others. It’s good for you, but not worth providing to others. What excuse do
you have? You can fill someone’s emotional bucket just like others fill yours.
Why don’t you?

This week, appreciate your people. Make it a specific
task. Put it on your calendar. Write it on a sticky note. Whatever you do, don’t
forget to let your people know you appreciate their efforts, their energy, and
their contributions.

Here’s a bonus riddle: How do you know you are really a
leader? Because you feel convicted about withholding appreciation and you commit
to doing something about it.