Researchers at the Wharton School at the University of Pennsylvania randomly divided university fund-raisers into two groups. One group made phone calls to solicit alumni donations in the same way they always had. The second group — assigned to work on a different day — received a pep talk from the director of annual giving, who told the fund-raisers she was grateful for their efforts. During the following week, the university employees who heard her message of gratitude made 50% more fund-raising calls than those who did not.
Dale Carnegie NL translated real appreciation into the TAPE method:
T: Things = small appreciations, for example:
A: Achievements = medium appreciations like:
great job on closing that deal yesterday
thank you for your specific input on the risk controls in this project
P: Personal characteristics = the power tool, for example:
I really appreciate your positivity attitude
I love your drive to be the best in your field
Tips for applying real appreciation: Trust is one of the most important building blocks for a team. To build a real connection that results in more trust, start with appreciating a personal characteristic. Be honest en thankful when doing this. You can look back at what you achieved together or what you admire from this person.
E: Evidence = essential to support your appreciation of T, A, P. For example:
Last Monday you were so passionate about project X that I could really feel your drive and it gave me lot’s of energy to give it my all.
What steps to take for the practice
How to start appreciating:
Take the time with your team to appreciate each other. It doesn’t matter which team you do this with, it can be with a project team, management team, functional team. Make sure there is a big enough time frame, so people don’t have to rush into the next meeting.
Write down a thing, achievement or personal characteristic you appreciate of each team member and the evidence to support this with.
Take turns in telling your appreciation. Start with one team member and let all other team members tell why they appreciate this team member and with the evidence to support this with. And don’t confuse this with giving feedback, do not include any suggestions for improvements, only appreciation!
Rotate to the next team member until everyone is appreciated and enjoy the moment.
Evaluate what effect this had on all of you.
Higher employee and customer engagement
Better company results
Are you looking for feedback practices? Here are a few:
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