How Too Much Praise Devalues Appreciation

How Too Much Praise Devalues Appreciation

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One key to success is showing gratitude in the work environment. When a worker is performing well in their workplace, it is important to show that you’ve noticed with a congratulatory shout-out or a tap on the back. Studies have shown that showing gratitude in the workplace makes the worker feel important, gives them confidence with their work performance, and only encourages them to get better.

The Bigger is NOT always the Better

Overdoing how you show gratitude can lose its specialty. For instance, appraisals should not be given to workers for doing simple tasks or duties that is already expected to be done in their job. Appraisals should be given when workers have gone out of their way and have given a lot of effort into the task. When small accomplishments are tackled, a great way to acknowledge them is through email.

A personal touch means a LOT

When big accomplishments are achieved, the thanks would mean a lot more when it is done in person, and even maybe with a public recognition. In order to figure out who is doing an exceptional job in the workplace, regular meetings with discussions on achievements and improvements are an efficient way to do so.

It’s NOT always about the Money

Another way of showing appreciation is through money, but that can get a little tricky. Bonuses means that the workers would receive an unsteady compensation. It would result in the feeling of disappointment when they are not able to go above and beyond for the company and fail at attaining the bonus. Research shows that the odd bonuses offered does not truly improve performance within the workplace. Nonetheless, getting a raise in the job wage is better than surprise bonuses. An alternative way in showing gratitude is through parties and celebrations. Job events, such as holiday parties shows that companies care for their workers. It is vital to thank your workers with a speech at these type of functions and shower them with food.

To sum up, any type of genuine recognition can go a long way. Showing gratitude makes the person receiving it happy and allows them to enjoy their job.

Humour is Serious Business

Humour is Serious Business

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Humour in the workplace

Statistically, people have a great sense of humour when they are not busy working. One survey revealed that individuals laugh considerably more during the weekends than weekdays. Additionally, once people grow older, they do not smile and laugh as habitually as they did before. Once people enter a work environment, they are less probable to laugh and find things less funny. Alternatively, humour is essential for stress relief, an increase in retention rates, and coming up with advanced solutions.

Supporting Research 

There was a study taken place in 2015 where participants watched a funny or neutral video before meeting with a stranger to see how open they would be with one another. The participants that watched the funny video shared 30% more information about themselves than the participants that viewed the neutral video. A study in 2007 came to the conclusion that couples that talked about memories when they laughed together were more happy and successful in their relationships than couples that shared positive memories that were not funny. 

Workplace humour 

In order to build humour skills, self-deprecate. Self-deprecation humanizes bosses and generates socialization with employees. It builds confidence and encourages workers to be funny. However, if your position in the workplace is of higher status or fairly new, it is best to dodge jokes that are aggressive. Use your own discretion when making jokes. 

It is common for employees with lower status in the work environment to laugh at jokes out of politeness rather than sincerely laughing. When you recognize the difference between the laughs and realize which type of laugh you receive from your jokes, you’ll know if you are funny or not. Do not worry if you are not funny. You just have to find out who in your workplace is the funny and boost them to make others laugh. 

Bridges and Ladders 

Humour can have a positive impact in a workplace through bridges and ladders. Bridges are methods to build friendly relationships, grow dependence and trust, and support cultures. Humour is an effective way to build bridges since laughter releases oxytocin. Oxytocin is a hormone that simplifies socialization, trustworthiness, and openness.  

Ladders are techniques to utilize humour to increase status or decrease another person’s status. If you are successfully able to tell a joke in a professional situation, your co-workers are more probable to deem you as knowledgeable and more of a higher status. To effectively be funny, the jokes have to be natural and not forced. The joke has to catch them by surprise, and it cannot be obvious.  

Humour is an excellent way to be persuasive, increase people’s abilities to remember information, and make a person more likeable.  



Happy employee = Happy customers

Happy employee = Happy customers

A study conducted by McKinsey and Egon Zehnder analysed the relationship between managerial quality and revenue growth and found that customer impact, which is the capacity to grasp the evolving needs of customers, led all leadership competencies. The degree of customer impact also had a huge impact on the company’s revenue growth and the efficiency of the top management trickling down to the managers and the different teams under them, across all growth situations.

Organizations striving customer service excellence must define a customer-centric culture where employees at all levels individually and collectively have the freedom to prioritize customer needs in everything they do. Customer experience must be tied to individual performance assessment. Employees must be recognized and rewarded for their ideas and efforts to comprehend how to serve the customer better. The employee experience reflects the customer care the organization seeks to create.

Organizations must aim to get a decent Net Promoter Score (NPS), which benchmarks customers’ willingness to recommend a company’s products or services to others. Employees must be routinely asked to submit ideas for improving hospitality, customer care and for paring costs. They must be empowered to be engaged and passionate about the customer experience.

Organizations that recognize and reward internal cross-functional collaboration and knowledge-sharing and nurture their employees, understand that employee happiness reflects in customer service excellence, and hence attain sustainable business growth.