Significant impact

All of us have an impact on others despite not always being aware of it. This phenomenon can be seen in a variety of human interactions.

Unfortunately, we tend to hear about it only when our impact is determined to be negative. The father who tells his son, “Look what you’ve done to your brother.” The teacher who says to the student, “You are always interrupting the class.” Or the manager who tells a member of his team, “Your way of working is very frustrating for the team.”

Instead, what if we heard more often how our actions positively contribute or help others?

Within organizations, it is very common to overlook the use of this encouraging practice among staff, particularly team members. Because it is not common practice, as company managers and directors, we need to develop and model the habit of recognizing the positive contributions of others on an ongoing basis.

In a team, for example, members can be asked to take time at the beginning of their regular meetings to acknowledge the help or input of another colleague on their team. If we want our teams to know the impact their work has on customers, we can ask clients to provide feedback via testimonials or customer satisfaction surveys. These two simple practices of gratitude and recognition contribute to making a good work culture into a better one since it helps workers know that what they do matters, that it is having a significant impact in the lives of their fellow workers, clients and community.

On the other hand, if the organization does not make it a habit to acknowledge how our daily contributions help others, then we need to do it for ourselves. Although this is not the same as getting recognition by those for whom we work, it is a positive way to practice self-encouragement which also contributes to creating a more positive work culture.