You’ve likely encountered toxic people like this.

The Unreasonable Demander: A small boutique clothing store had a customer who would come in regularly, try on numerous outfits, and then demand special discounts for each item. She would threaten to leave negative online reviews if her demands weren’t met, and her behavior created tension among the staff. Despite the store’s efforts to accommodate her, she continued her demanding behavior, impacting staff morale and overall customer experience.
The Eternal Complainer: A freelance graphic designer took on a client for a logo design project. Despite presenting several high-quality concepts, the client consistently found flaws and requested revisions. The client's feedback was often vague and contradictory, making it impossible for the designer to meet their expectations. After months of revisions, the client still wasn't satisfied, and the project had to be terminated, resulting in lost time and income for the designer.

The statistics about worker disengagement are staggering. We read all the time about how workplace engagement levels are low here in the U.S. and even lower around the world. Loss of productivity is estimated to cost employers hundreds of millions of dollars annually, if not billions. And it all stems from how disconnected folks feel from the people working around them, the work that they do each day, and the purpose that it serves to them and to others.

Workplace connection results in many benefits, including stronger communication, greater synergy, enhanced anticipation of others’ needs and worries / concerns, and, last but certainly not least, increased worker engagement. When we feel connected, we operate with a sense of purpose and utilize our many talents and abilities to advance that purpose, consciously as well as subconsciously.

The need for connection at work is perhaps stronger today than ever before. It has become an expectation, especially amongst younger workers, that the workplace be a source of meaning and intention, not just a place at which to collect a paycheck.

How NOT to show appreciation

Do your people feel valued and appreciated at work?

If you're a leader, one of the most important things you need to be doing is thinking about how can you demonstrate appreciation – that's right – appreciation for your people and what they are doing for you.

We cannot assume that just because we pay people – and often pay them really well – that that alone constitutes appreciation.

Nor can we assume that just because we don't need appreciation, which may or may not be the case, but even if we don't, that others don't as well.

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