Dealing with people, whether you find them difficult people and demanding, or more pleasant people, it is important to understand an underlying human need for all of us.

Whether you work as part of a large corporation, small business, non-profit organization or as an individual consultant, it is important to have some understanding of what underlies the psychological needs of people. If you are the CEO, a manager, work colleague or employee, there is one psychological need we all have in common. Not being aware of this need is an enormous mistake in dealing with people and ultimately destroys relationships and productivity in the workplace.

THE BIGGEST MISTAKE IN DEALING WITH PEOPLE OVERALL

In our consulting work with clients on dealing with people and particularly in dealing with difficult people, we repeatedly point out this mistake.

Here is the biggest mistake people make in working in teams and working with employees, colleagues and others.

It is not truly understanding and ignoring the real POWER OF TRUE RECOGNITION AND REAL APPRECIATION.

When you really and honestly show recognition and appreciation to other people, it can make people feel valued and inspires people to keep going when times are tough.

People achieve more and work together more productively when they feel like they are appreciated for what they do.

SOME PEOPLE SAY THIS AT TRAINING WORKSHOPS

Having conducted workshops on human interaction with thousands of participants – we always talk about the appreciation of others. However, there are some participants who say, “People do not want to be thanked. The work they do and the payment they may receive is appreciation enough”.

LET US GET REALLY CLEAR ABOUT THIS

Let’s get very clear on this. This is the most dangerous mistake you can make. Even when someone says that they do not want to be thanked – do not be fooled by this humble response.

Every human being wants to be valued and appreciated. Every manager, every employee, every work colleague and every person. The skill is in customizing the form of appreciation to fit the person. So find ways to value, appreciate and appreciate again.

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