(Part 1 of 3 part series on Grateful Leadership On Demand Course Survey Results)
Ever since I started leading training and keynote sessions a decade ago about Leadership and The Power of Acknowledgment and then on Grateful Leadership, people have come to me after the programs and told me their stories about how they had actually left their excellent, even high-paying jobs due to: lack of appreciation!
I have always known that people need to feel appreciated, valued, praised for their contribution or else they would do a version of what I would call “corporate sulking.” They would carry out what they had to do to keep their jobs, but were never engaged, not profoundly connected to their organization’s mission or purpose. And then there were the ones who simply couldn’t bear to spend eight hours a day sulking, so they gave their notice and left, hopefully for a job that this time was within a culture of appreciation.
In the Grateful Leadership book, I wrote about the person who came up to me after a presentation and said with a big smile on her face, “I just quit my job and I’m going to go back to my former company, no matter what job they have available for me. I was appreciated there and felt that what I did made a difference! In the new company, with the better job title and higher salary, I was miserable. No one cared. No one noticed what I did or appreciated anything. I’m going back!”
I had heard so many stories like this one that I decided to put a survey into the Grateful Leadership On Demand course that IIL offered as part of International Project Management Day in November, 2015. Over 5,000 people participated in that course, and the results of the three survey questions all came directly to my email address. I figured I would get some responses, but the delightful result was that I was SLAMMED with responses! Some of the people included their sad stories with happy endings. Some asked to know the results once they were tabulated. So the chart shows the results of the first survey question – the two others will be revealed in subsequent articles
Can you imagine? Over half of the people surveyed responded that they had indeed left jobs in their career due to lack of appreciation. I started asking this question in audiences of 10, of 100 and 1,000. The results have been virtually the same: usually WAY OVER half of the people say they left their jobs due to lack of appreciation.
Can this be made any clearer? Through this important survey, we now have the empirical data to prove that people absolutely need to be acknowledged and appreciated in order to be engaged, to be loyal, to want to stay. I express my deepest appreciation to those of you who participated in this survey in the Grateful Leadership On Demand Course. Our thanks to all of you for THE EVIDENCE of something that I have always felt was true, but couldn’t say for sure was. And now I can!
It is ironic that corporations spend fortunes figuring out ways to retain, engage and develop their talent. What they need to do first and foremost is to APPRECIATE their people in a heartfelt and authentic way and to make sure that all leaders contribute to having, enhancing and increasing a culture of appreciation. Only then we will truly engage our people and achieve superior results. Only then we will have employee retention, loyalty and engagement unlike any we have seen in the past.
Have all of your people join the Center for Grateful Leadership (www.GratefulLeadership.com) and become part of this powerful community that has come together to make this vision a reality. We have a host of free tools and communications groups to support this available to all who join!
In the next article, I will give you the important results of Survey question #2.