 |
Great bosses appreciate that the return on investing time in their people is exponential to the results that it reaps.
|
33 |
 |
Broadly, feedback comes in three forms: appreciation (thanks), coaching (here’s a better way to do it), and evaluation (here’s where you stand).
|
18 |
 |
Appreciation motivates us – it gives us a bounce in our step and the energy to redouble our efforts.
|
32 |
 |
…the absence of appreciation can leave a gaping hole in any relationship – personal or professional.
|
35 |
 |
…there are three key relationship interests that commonly get snagged on the brambles of feedback: our need for appreciation, autonomy, and acceptance.
|
111 |
 |
Being firm and being appreciative are not opposite ends of a continuum. You can be clear about both.
|
220 |
 |
People who have impossibly high standards for themselves can also hold impossibly high standards for others, resulting in a steady stream of coaching and negative evaluation, and a conspicuous silence around appreciation.
|
308 |
 |
Few genuinely ever give anything away without expecting something in return – money, appreciation, love, or whatever.
|
160 |
 |
Making people feel appreciated is worth its weight in gold.
|
136 |
 |
In the business world, confrontation, criticism, and even anger are more socially acceptable than expressions of appreciation.
|
194 |
