How to say thank you at work
As a boss, it’s important to recognize the contributions of employees. Engaged employees are crucial to productivity and happiness. After all, what employee doesn’t want to make an impact on the job?
So what steps can you take as a boss to say thank you at work? How can you motivate the team to do their best work?
Tell them in person
Here’s a simple idea – tell your employees in person that you appreciate what they do. It’s not difficult, and it means a lot to be recognized in real life. For some individuals, being recognized in front of the team may mean the most, but for someone who is more timid, pulling them into your office, and telling them 1-1 may be a better choice. Use your best judgement here.
Here’s a few tips for how to say “thank you” best:
- Be sincere. Don’t feign it.
- Show them that you remember the little details. Do they like a particular TV show? What are their hobbies? Draw on your knowledge of the employee to craft something special.
- Be specific – is there a certain activity where the employee knocks the ball out of the park? Let them know. Encourage good behavior.
Send them a thank-you note
Would you rather get a handwritten note or an email from your parent? Likewise, if you tell an employee you appreciate what they do, make sure to go the extra mile in the presentation of that message too. A unique way of communicating like a note will be much more memorable.
We think notes are a great way to communicate that. It’s a great signal that you care.
Team lunches are a fantastic way to build team morale and say thank you at the same time. If your team hits a big milestone, spending $100-200 on lunch can easily pay itself back in productivity gains.
Here’s a tip – during lunch, say thank you to the team for the effort. Connect the dots between highly productive behavior, and rewards.
Time off (or flexible work hours)
The most popular employee perk is flexible hours. Time is a precious resource, so if an employee is doing a fantastic job, consider offering them a more flexible work situation.
This could be working from home 1-2 days/week, or it could be letting them leave work earlier if they hit a goal.
Provide more interesting work opportunities
Just because an employee does a great job with a particular task does not mean they enjoy doing it. Poll employees with a pulse survey, and ask them what work they would prefer to do. If it’s possible reward high-performing employees with special projects that are intellectually stimulating.
Provide opportunities for extra learning
Find additional ways to help employees level-up at work. This can be something simple like purchasing a book an employee would like to read, or sending them to a conference. While this can be an expensive gesture, it can also be very inexpensive too.
Ask employees about something they’d like to learn, and do everything you can to make it happen, especially for high performers.