Chick-fil-A Midtown Tulsa

You've heard the saying that people don't quit their jobs, they quit their bosses.  High performing team members have repeatedly shared that one of the most important aspects of their employee satisfaction is having a "better boss."  They want someone who cares for them and values their efforts, opinions, and diversity in the business.  And the reality, is that though senior leadership plays an important part in this perception, most team members determine the value they feel from their direct supervisor.  

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Think through the following questions:

• Do you usually feel more valued by the actions of an organization or the actions of an individual or direct supervisor?

• Do you currently feel valued as a team member?  Why or why not?  If not, do you think that you really aren't valued as a team member, or could it be that maybe you don't recognize the care the organization has for you personally?

• Do you think that your team feels valued by you as a leader?  What do you do that you think shows them they are valued each and every day?  What are things you do that maybe demonstrate they aren't valued?

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The challenging thing about appreciation is that there are rarely situations where good leaders don't actually appreciate their teams.  What is more often the case is that you have good leaders who don't share their appreciation in a way that team members receive.  We often tend to share appreciation the same way we receive appreciation.  If we appreciate it when compliment and affirm us, then we may show appreciation to others by encouraging them with our words.  If we like receiving gifts, then we may reward others by giving them gifts as well.  It is great if the person you want to show appreciation to has the same appreciation language as you, but there is a 4 in 5 chance that they do not and that though you appreciate them greatly, they will never feel appreciated by your efforts.  However, this doesn't have to be the case.  Review the 5 Languages of Appreciation from the video (Words of Affirmation, Tangible Gifts, Acts of Service, Quality Time, & Physical Touch). 

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Think through the following questions:

• What is your primary language of appreciation?  Do you find that you tend to show appreciation in the same way that you receive it?  If not, what is different?  

• The fact is that YOU ARE APPRECIATED at Chick-fil-A!!!  However, are there times where we might show appreciation in a way that isn't your appreciation language?  If so, can you identify some of the ways we try to show appreciation even if it isn't necessarily your appreciation language?  

• What are the barriers that keep you from showing appreciation and value to team members (i.e. time, money, awareness, etc.)  What can you do to help alleviate and find ways to overcome those barriers?

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TAKE ACTION

Team members are looking for a "better boss" and the fact that you are studying these lessons means you are trying to become a better boss.  The problem isn't that you don't value your team, but maybe you just haven't learned how to speak their language of appreciation.  Like learning any new language, there must be communication between the leader and team member.  Often times a team member simply knowing that you are making an effort can open their eyes to the ways you are trying to appreciate them daily, even if it isn't their appreciation language. See if over the next month you can begin to show your appreciation in a way that relates to your individual team members.

• COMMUNICATE UPWARD - Start by having a conversation with your direct supervisor if you are not feeling appreciated.  They may not be speaking your appreciation language and it will be important for them to realize their efforts aren't being felt.  If you don't feel appreciated, it will be hard for you to appreciate others.

• APPRECIATE OUTWARD - Start some dialogue with your team members about whether they feel appreciated in the business.  Share with them the different languages of appreciation and ask them which language they most relate.  Take notes on each team member so you can remember their language of appreciation and practice some of the ideas below or create your own ideas.

  • Words of Affirmation​ - make an effort to thank your team members for their hard work before they leave their shift; recognize a team member you see going above and beyond in the business

  • Tangible Gifts - offer a dessert to a team member if they are going above and beyond; give a team member a "You Rock" or write them a hand written note to share your appreciation

  • Acts of Service - help a team member with one of their tasks (i.e. take out trash, cleaning their area, doing dishes, cleaning restroom, etc.); learn about a personal challenge a team member may have outside of work and see if there is something you can do to serve them in their situation

  • Quality Time - take a moment to ask team members about their day before they start their shift; when working alongside a team member take the time to build camaraderie and encourage; take a break with a team member and get to learn more about their interest, hobbies, or life happenings

  • Physical Touch - give a high five or fist bump to a team member for doing a great job or when welcoming or saying goodbye to them for the day

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CHARACTERISTICS OF MASTERY

Demonstrates appreciation to others in a way in which they can relate; encourages a culture of appreciation and seeks out opportunities daily to share appreciation with others; treats others with honor, dignity, and respect; finds solutions for Chick-fil-A to show more appreciations verses criticizing current methods; is able to communicate the many benefits and ways in which Chick-fil-A demonstrates appreciation for team members.

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ADDITIONAL RESOURCES​

1. "The 5 Languages of Appreciation in the Workplace" by Gary Chapman

2. Team Member Benefits

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