What brings you peace?
Picture this: a workplace where acknowledgment is a currency actively spent and not hoarded. Where recognition is more than a mere formality. What brings me peace is acknowledgment. I know, I know. WHAT?! We live in a culture where “I don’t care what people think of me” is sung from the rooftops. And I mean, you especially don’t care what people think of you at work. “They don’t know me.” Right? And they don’t, but they do know your work. And that’s an extension of you. Let me be the first to be vulnerable, I spend 9-11 hours a day at work, and even if they don’t know me, I want them to see the quality of my work. I personally take pride in it. And just like I want my family and friends to acknowledge the things I do. I want my leadership and work peers to do the same. AUTHENTICALLY. Burnout, a state of physical and emotional exhaustion often caused by prolonged stress, has become increasingly common. It is the opposite of peace. It creeps in and disturbs the peace you’ve cultivated in other parts of your life. One often overlooked strategy for preventing burnout is the power of acknowledgment. It’s such a simple thing. Acknowledgment.
The Good.
Acknowledgment can do the following.
Boost Morale: Acknowledging an individual’s contributions demonstrates their efforts are recognized and valued. This simple act can boost morale, increasing motivation and job satisfaction.
Build Connection: Acknowledgment creates a sense of belonging and connection within a team. When employees feel seen and appreciated, they are more likely to collaborate and support one another.
Reduce Stress: Acknowledgment can act as a buffer against stress. Feeling appreciated reduces feelings of isolation and enhances overall well-being, making employees more resilient to their challenges.
The Bad.
Certain practices in the workplace breed burnout and REALLY disturb the peace. Those practices are:
Micromanagement: Constantly scrutinizing every detail of an employee’s work signals a lack of trust or insecurity on behalf of the manager. Micromanagement stifles autonomy and discourages employees from taking initiative, making them less likely to feel acknowledged.
Ignoring Individuality: Treating all team members the same and failing to recognize their unique strengths and contributions can lead to feelings of invisibility. Tailoring acknowledgment to individual efforts is critical.
Lack of Feedback: Providing only negative or no feedback at all can create an environment of uncertainty. Constructive feedback and positive acknowledgment help employees understand their progress and areas for improvement.
Taking Credit: Leaders who take credit for their team’s successes without giving credit where it’s due breed resentment and demotivation. Acknowledgment should be a two-way street, recognizing everyone’s role.
Practice.
Being intentional and thoughtful in acknowledging others. It is a profound gesture transcending mere formality when you can provide someone the peace of being seen. It involves taking the time to truly understand and appreciate individuals’ unique contributions and qualities. Instead of generic praise, delve into specifics highlighting their efforts and impact. Whether through a heartfelt note, a personalized conversation, or a public recognition, ensure your acknowledgment is genuine and resonates with the person you’re acknowledging. Authenticity is vital; let your words carry the weight of sincerity. By being intentional and thoughtful in your acknowledgments, you uplift others and foster a culture of mutual respect and appreciation that becomes the bedrock of a thriving, peaceful, and productive environment.
Classroom to Corporate 