Encourage Talent If You Want It To Grow

Every so often I check the keyword searches that land people here at All Things Workplace. A lot of them have to do with "find my strengths" or "how do I manage talented people?"

People at work appear deeply invested in clarifying their own strengths and understanding the inherent talent in others. If that's so, I was wondering why there is so much angst about "growing talent." It seems that people are already interested and committed for the long term if their strengths and talents are being valued.

"Your Lips Say 'Yes-Yes' But There's 'No-No' In Your Eyes"

There is at least one reason why some people--including managers--shop their resumes even in bad times.In part, it has to do with verbally advocating development and then doing the opposite.

A real life example:

Jason (not his real name) is an operations manager in one of my client companies. He's quite experienced and has been in the manufacturing industry for 20+ years. He is also the most well-read client ever. Whenever I see him, he waxes poetically about the wonderful "new" managerial ideas he's picked up from the most recent leadership books he's read. And he's read all of them.

One of those ideas had to do with recognizing someone's small successes and following through with verbal encouragement or even a small reward (lunch, movie tickets, a $25 gift certificate. . .) Or better yet, acknowledge the person's accomplishment during a regular departmental meeting. He even made it a point to talk about the importance of those ideas during a meeting with his supervisors.

So what's the problem?

He wouldn't do any of those. So, I asked him why not.

His reply: "I'm not going to spend time rewarding or telling someone how good they are if the company is already paying them a salary. They are supposed to do good work."

What's baffling is this: He doesn't have the same approach with his kids. I've seen him at home, in action. He acknowledges them when they've succeeded at something. Anything. And he does it spontaneously.

Good grief:

Every day we're all trying to learn or do something new. Let's be honest: part of our day is spent being a kid again when it comes to struggling with a new problem that needs a solution. And we could use a few encouraging words of recognition when we demonstrate a talent that helps the organization.

("Gee, that felt good. I think I'll do it again!)

What would a well-known, successful business person say about the importance of encouragement?

"My best friend is the one who brings out the best in me."
~ Henry Ford

A Final Thought to Encourage Encouragement

The human mind abhors a vacuum. In the absence of accurate information we'll create our own story to fill the space. Unfortunately, we humans usually create a more negative reality than actually exists. Therefore, the absence of acknowledgment and encouragement can very easily turn into the perception of a "critique." (If my boss isn't telling me I'm doing well then I must be doing poorly).

Find someone who is doing something well today and tell them so. You'll be growing talent.

Comments

[clayton]

Excellent, excellent post, Steve! I think many leaders believe that it's a cultural, gender, or generational need... It's not. As you said, in the absence of information, we all fill the gap. And the reality we create is usually more negative and less motivating. How NOT to encourage your employees. Let me know what you think.

[Steve Roesler]

Hey, Clayton

You know, there are no doubt some folks who will look at the scenario and think, "Nah, that's cute but no one would do that in real life." One would hope not. However, I've watched that interaction live and in-person, and was on the receiving end twice in my career.

Good job with the vid. . .

[clayton]

Say it ain't so, Steve! In all seriousness, we try to over-exaggerate some of the leadership failures in the videos. But I can't even count the number of times we've been approached by someone telling us that they had that same experience in the workplace... Motivation to be better I guess.

[Steve Roesler]

Yep, Clayton, there's a reason why so many people are interested in good leadership and good management.

[M. Dillon]

I agree with you on, "The human mind abhors a vacuum. In the absence of accurate information we'll create our own story to fill the space" and yes, we do tend to fill that space with negative reality. There is a limit to what tangible compensation and bonuses can do. But, encouragement at work place does help motivate people to grow. Thanks for writing this nice article.

[Business Incentive]

This was a great article! It all goes back to basic human needs and desires that drive people. When someone feels trusted, needed, fulfilled, they will work harder for you. When management can create a family of sorts amongst their team everyone wins and the company will thrive.

[Steve M]

Well said, Steve.

I used to work somewhere where I never received encouragement for my good work - in fact, when I had review meetings, all they talked about were the negatives, no positives at all. So what did I do? I left. Many others did as well. The company's lost its talent and it's left with the hangers-on and those who don't care about the work they do or the company they work for.

I think it's crazy when good work goes unrewarded. We're not exactly expecting a holiday in Hawaii, but is it really that much to ask for just a pat on the back? Apparently so, in some cases...

[Steve Roesler]

Steve M

"We're not exactly expecting a holiday in Hawaii, but is it really that much to ask for just a pat on the back? Apparently so, in some cases..."

Steve, that's exactly the kind of honest one-liner that prompted me to write this piece. There are too many places where I hear some version of that line spoken by an employee out of sheer exasperation.

Thanks for taking time to add that to the discussion--

Steve R

[Human Resources HR]

Encouragement is a great way to motivate and get results from your staff. The trick is to make them feel wanted and feel important as to their role within what it is you do.

[Headhunter David]

Many people are afraid of talented underlings. It has been said that the mark of a strong leader is to promote the people best able one day to replace him. A weak leader sees those people as a threat.

[Steve Roesler]

Headhunter Dave

Well said and a legitimate sticking point for organizations.

[Macular Degeneration Treatment]

Meeting human needs are the basis of becoming a great manager. The more you can encourage and help someone to grow as an employee, the better you and your company would be. Very great article.

[Sarah]

I appreciate your intuition in suggesting leaders emotionally invest in their leaders. The difference between an employee doing the bare minimum for a company and going all out to do their best often lies in the amount of support they receive.

[Access Employee Database]

Encouraging someone with talent takes someone talented too. Imho, some superiors are way too arrogant to acknowledge talent, especially of those younger than them.

[Chicago Garage Builder]

I experienced both ends of the encouragement spectrum. One boss who was super excited but was cut throat if you ever made a mistake. Also had a boss who only talked to you if you did something wrong or if he didn't know what you were doing, he yelled at you and threatened your job. There isn't a required class for being a manager at a company, some people just get lucky and then end up making all the staff upset with their lack of managing skills. A company only succeeds when all the levels are working together, some people lose sight of that simple fact. Its sad, especially in today's economy.

[Ali]

The big mistake is to make your staff-members afraid. You should encourage them to talk.

[Niglon]

Open communication can create massive results in business. I recommend it and encourage it in all areas and kinds of businesses!