When Was the Last Time You Showed Appreciation…to your Boss?

It’s OK to visit the mound, even when things are going well.

No one is happy to hear from someone only when there is a problem. If someone only came to you with a problem or when something was wrong, or if you screwed up, do you want to spend time with them? Are they someone you look forward to seeing or working with? Most likely not. They are a total downer and harshin’ your vibe.

If you are a manager of people, you are probably thinking to yourself, “Good gravy, I deal with that perhaps more than I’d care to admit. I’ve got my employees telling me what sucks, then I’ve got my manager barking at me.”

If you are the one being managed, think about this…

As employees, we put much of the responsibility for encouragement, support, and positivity on our managers. They need to show us how much they appreciate us. They need to tell us when we’ve done good work. They need to show us compassion and appreciate that we are humans with emotions, joys, losses, and lives outside of work. They need to advocate for us. We put a lot of pressure on those who lead our teams.

But how do you treat them?

Yes, we need to share our concerns, ideas, and express when we are frustrated, but is that all you are sharing with your manager? When was the last time you thanked them, told them how much you appreciated them, or when they did great work?

We are all responsible for creating an environment where others feel welcomed, encouraged, and belong. Our managers are people, too, and it’s important to treat them as such. In their role, chances are they’re often tasked with problem-solving and being told what’s wrong or not working well.

⭐ ⭐ I encourage you to ⭐ ⭐

Inventory your interactions with your manager, your peers, and your employees (for those who lead teams) and answer these questions:

• When do you reach out to them, and what for? Is it when you have a problem? Or when there is good news? Is it when you need something from them? Is it when something didn’t go right?

• Consider the last time you gave feedback, showed appreciation, or shared good news with them. Think about the last time you proactively communicated with them.

• Seek out an understanding of how you can support them and help them feel good about the work they do.
  As an employee, you don’t want to feel like a cog in a machine, and I’d have to guess your manager doesn’t want to feel like one, either.

Give your leader some grace, give them a boost, and let them know you see them, too.

It’s OK to visit the mound, even with things are going well.