Thank you goes a long way

'What do I want from my boss?" Joe sighed. "Hearing him say thank you.

"When I was hired, my boss said it would take three years to turn this store around. I did it in a year. Would it hurt him to recognize what I've done?"

Many of us want to hear our boss say thank you for a job well-done. According to an informal statewide poll conducted in the Daily Journal and its affiliate publications, 57 percent of the Charleston respondents said they plan to find another job after the economy improves.

When asked what might change their minds about looking, receiving "more recognition, appreciation and gratitude" made the list. These findings parallel the results from a recent Saratoga Institute study noting that the lack of recognition and inadequate communications were the top reasons employees gave for leaving their jobs.

Informal recognition -- sincere, authentic and from the heart -- doesn't cost a dime and reaps supersize dividends in employee engagement and productivity. So if you're a cost-conscious boss who wants to hang on to his team, think about the last time you told someone thank you. If it's been more than a week, it's time to get busy.

--Tell an employee how impressed you were with something he did. Offer enough details to make your recognition meaningful and clear. "Jill, I was very impressed with how you handled the conversation with Mr. Vorst. You overcame all his objections and closed the sale. Good work!"

--Step out of your office right now and thank an employee who has put in extra time to complete an assignment you gave him. Tell him what his dedication meant to you and how it helped the organization.

--Start your next staff meeting by recognizing the contributions of several team members who have been role models for doing more with less.

--Don't get hung up on the formality of the recognition. Once while in a meeting, a colleague shared a story of how he had helped one of his employees. I drew a star on a piece of paper, noted his good deed in the middle and passed it down the table to him. That star hung in his office for years!

A Towers Perrin Talent Report, Understanding What Drives Employee Engagement, found that companies with employees who were highly engaged beat the average revenue growth in the business section by 1 percent, while companies with low engagement fell behind their business sector's revenue growth by an average of 2 percent. Happy employees and a better bottom line. Who can ask for more?

Jane Perdue is a leadership consultant, coach, speaker, author and CEO of The Braithewaite Group.The Job Coaches are experienced volunteers from the Center for Women's Job Counseling Program. Ask them a question by calling 763-7333 or e-mailing info@c4women.org. If you would like further assistance, make an appointment; a donation of $10 is requested for appointments.