Three Reasons to Foster an Encouraging Culture for Career and Personal Success 

While one new study shows meaner employees garnering greater income, other recent research* published in the Journal of Managerial Psychology reveals that women who give compliments are better liked and more often promoted than their peers. Being ‘assertive’ in this study showed no positive correlation to advancement.

“The concept that ‘nice people finish last’ is dangerous for companies, relationships and society in general,” says Monica Strobel, Complimentologist and author of the The Compliment Quotient. “There is a disconnect in the idea that we are, or can be different people in our professional and personal lives. If people are relaying on meanness in the workplace to generate income, that attitude will carry over into their home life and jeopardize relationships.”

Feeling appreciated is proven to be one of the most powerful motivators for performance and successful relationships at work and home.  Those who practice extending this type of encouraging recognition are perceived as positive, confident people, and set themselves up to rise to the top.

According to Strobel, there are three ways amplifying appreciation leads to successful careers, thriving workplaces and leading brands.

1) Companies thrive when employees’ work aligns with core values:  After company surveys at Liberty Mutual revealed “doing the right thing” was a deeply held principle among its employees, the company acted to incorporate these values in its marketing and outreach campaign, called “The Responsibility Project.”  Business-Life Coach Kathleen Aston further insists that operating from core values is one of four essential pillars of success for women in business.

2) Shining a light on others leads to more success:  Everyone craves validation and we hold those who give it to us in higher esteem.  Psychologist William James deemed, “The deepest principle of human nature is the craving for appreciation.” For every “bad boy or girl” who seems to get ahead via nasty behavior, the success of gracious and generous business people, celebrities and even spouses proves that most people –even negative types– prefer the company of, are attracted to, and influenced by, positive people.

3) Give what you want to get: Businesses that overlook the likability factor and reward only their most assertive employees miss a powerful opportunity to build cohesion and cooperation among already stressed and overworked employees. On the flip side, fostering a habit of looking for the good, and complimenting regularly, is a powerful motivator for your employees—and your family and friends. The key is genuine, frequent and specific compliments.

Monica Strobel, author of The Compliment Quotient, is a 25-year communications expert in small business, nonprofits and government service and is long recognized for her can-do, uplift-others approach. She is a passionate mom-preneur, writer and speaker dedicated to empowering busy women to get more joy and success into and out of their lives and relationships.  For more information, visit www.complimentquotient.com

*Published in the Journal of Managerial Psychology by YSU Assistant Professor of Management, Jacob Breland.

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