Co Worker Appreciation Quotes

Our friends, family, co-workers, and neighbors contribute to make us what we are. We should be humble enough to appreciate and accept their respective roles in shaping our persona.

Try this exercise: pretend everyone was sent to this planet to teach you. Famous people, dead people, your neighbors, your relatives, your co-workers. This will give you a strong feeling of humility. And guess what, you will learn from people, you will appreciate them more, and they will actually appreciate you more. Because everyone loves to teach.

• Can I give a smile at almost everyone I see even if I have a bad day! .. Yes I can • Can I tell a new co-worker a shortcut way to come to work instead of the long one he told us to save him/her sometime every day! .. Yes, I can. • Can I buy a flower or a bouquet and visit a sick person that I do not know at the hospital maybe once a week or once a month! .. Yes, I can. • Can I say Happy Birthday to someone you don’t know but you heard like today years ago he/she was born! .. Yes, I can. • Can I congratulate my neighbor for their newborn child by sending a greeting card or even verbally! .. Yes, I can. • Can I buy a hot meal or give away a coat to a homeless person when it is too cold or the same meal and an ice-cream when it is too hot! .. Yes I can • Can ask someone about another one who is important to the first to inquire about his health, condition, how he/she is doing so far! .. Yes I can • Can I give a little bit of time to my child (or children) every day as a personal time where we could talk, play, discuss, solve, think, enjoy, argue, hang out, play sports, watch, listen, eat, and/or entertain together! .. Yes I can. • Can I allow some time to listen to my wife without judgment but encouragement almost every day! … Yes I can. • Can I respectfully talk to my husband at least once a day to show respect and appreciation to the head of our house and family! .. Yes, I can. • Can I buy a flower and give it to someone I care about and say "I love you" and when the person asks you "what this for" you reply "because I love you". Yes, I can. • Can I listen to anyone who I feel needs someone else to listen to him/her! .. Yes, I can. • Can I give away the things that I do not use anyone to others who might need them! .. Yes, I can. • Can I buy myself something that I do adore and then enjoy it! .. Yes, I can. • Can I (fill in the blanks)! .. Yes I can.

SELF-MANAGEMENT Trust We relate to one another with an assumption of positive intent. Until we are proven wrong, trusting co-workers is our default means of engagement. Freedom and accountability are two sides of the same coin. Information and decision-making All business information is open to all. Every one of us is able to handle difficult and sensitive news. We believe in collective intelligence. Nobody is as smart as everybody. Therefore all decisions will be made with the advice process. Responsibility and accountability We each have full responsibility for the organization. If we sense that something needs to happen, we have a duty to address it. It’s not acceptable to limit our concern to the remit of our roles. Everyone must be comfortable with holding others accountable to their commitments through feedback and respectful confrontation. WHOLENESS Equal worth We are all of fundamental equal worth. At the same time, our community will be richest if we let all members contribute in their distinctive way, appreciating the differences in roles, education, backgrounds, interests, skills, characters, points of view, and so on. Safe and caring workplace Any situation can be approached from fear and separation, or from love and connection. We choose love and connection. We strive to create emotionally and spiritually safe environments, where each of us can behave authentically. We honor the moods of … [love, care, recognition, gratitude, curiosity, fun, playfulness …]. We are comfortable with vocabulary like care, love, service, purpose, soul … in the workplace. Overcoming separation We aim to have a workplace where we can honor all parts of us: the cognitive, physical, emotional, and spiritual; the rational and the intuitive; the feminine and the masculine. We recognize that we are all deeply interconnected, part of a bigger whole that includes nature and all forms of life. Learning Every problem is an invitation to learn and grow. We will always be learners. We have never arrived. Failure is always a possibility if we strive boldly for our purpose. We discuss our failures openly and learn from them. Hiding or neglecting to learn from failure is unacceptable. Feedback and respectful confrontation are gifts we share to help one another grow. We focus on strengths more than weaknesses, on opportunities more than problems. Relationships and conflict It’s impossible to change other people. We can only change ourselves. We take ownership for our thoughts, beliefs, words, and actions. We don’t spread rumors. We don’t talk behind someone’s back. We resolve disagreements one-on-one and don’t drag other people into the problem. We don’t blame problems on others. When we feel like blaming, we take it as an invitation to reflect on how we might be part of the problem (and the solution). PURPOSE Collective purpose We view the organization as having a soul and purpose of its own. We try to listen in to where the organization wants to go and beware of forcing a direction onto it. Individual purpose We have a duty to ourselves and to the organization to inquire into our personal sense of calling to see if and how it resonates with the organization’s purpose. We try to imbue our roles with our souls, not our egos. Planning the future Trying to predict and control the future is futile. We make forecasts only when a specific decision requires us to do so. Everything will unfold with more grace if we stop trying to control and instead choose to simply sense and respond. Profit In the long run, there are no trade-offs between purpose and profits. If we focus on purpose, profits will follow.

The Sovereign of the universe was not alone in his work of beneficence. He had an associate—a co-worker who could appreciate his purposes, and could share his joy in giving happiness to created beings. “In the beginning was the Word, and the Word was with God, and the Word was God. The same was in the beginning with God.” John 1:1, 2. Christ, the Word, the only begotten of God, was one with the eternal Father—one in nature, in character, in purpose—the only being that could enter into all the counsels and purposes of God. “his name shall be called Wonderful, Counselor, The mighty God, The everlasting Father, The Prince of Peace.” Isaiah 9:6. His “goings forth have been from of old, from everlasting.” Micah 5:2. And the Son of God declares concerning himself: “The Lord possessed Me in the beginning of his way, before his works of old. I was set up from everlasting.... When he appointed the foundations of the earth: then I was by him, as one brought up with him: and I was daily his delight, rejoicing always before him.” Proverbs 8:22-30.

Once you have formulated your own statement of affirmation, read it several times until you feel comfortable expressing it verbally. Then look for an opportunity to verbally affirm a co-worker by focusing on one of their character traits. For some individuals, this is thte dialect that speaks most deeply to their need to feel appreciated.

Important Warning Before you raise a red flag and say, “I can’t do this,” remember: being shy about sharing your strengths can result in not getting offers. If you get offers, they will be at lower salaries. For example, I have a friend, who I’ll call Jonathan. I coached him on the value of achievement stories. I also recommended him to a staffing firm. He told me later that they never called him back. They never called him back, because he never spoke of his achievements. Staffing firms are paid to provide great candidates to prospective employers. If someone can’t promote themselves — if someone cannot explain why they are a great candidate — they’ll never get a call back, whether it’s from a staffing firm, a hiring manager, or anyone else. While I understand that my friend probably views Achievement Stories as bragging, I overcame this hurdle. When I talk about accomplishments, I say: “I’m blessed with the ability to…” “I’ve been fortunate enough to…” “Leadership appreciates how…” “Co-workers appreciate how…” This is an ideal way to communicate your achievements, because hiring managers prefer humble candidates. But they do want to hear about your achievements.

What If I Don’t Want To Brag? I’ve mentioned this before and I’ll mention it again because it is critical… Before you raise a red flag and say, “I can’t do this,” remember: being shy about sharing your strengths can result in not getting offers. If you do get offers, chances are they will be at lower salaries. I have a friend who I’ll call Jonathan. I coached him on the importance and value of achievement stories. I also recommended him to a staffing firm. He told me later that after his interview, the staffing firm never called him back. They never called him back, because he never spoke of his achievements. Staffing firms are paid for providing great candidates to prospective employers. If someone can’t promote themselves — if someone cannot explain why they are a great candidate — they’ll never get a call back, whether it’s from a staffing firm, a hiring manager or anyone. While I understand that my friend probably views Achievement Stories as bragging, I overcame this hurdle by describing my accomplishments this way: “I’m blessed with the ability to…” “I’ve been fortunate enough to…” “Leadership appreciates how…” “Co-workers appreciate how…” This is an ideal way to communicate your achievements because hiring managers prefer humble candidates.

Did you ever tell your previous employer any of your thoughts on ways they could improve?” If he says “Yes, but they never listened to anyone,” or “Yeah, but they just said ‘Mind your own business,’” this may tell more about the style of his approach than about managers at his last job. Most employers react well to suggestions that are offered in a constructive way, regardless of whether or not they follow them. Another unfavorable response is, “What’s the use of making suggestions? Nothing ever changes anyway.” Some applicants will accuse former employers of stealing their ideas. Others will tell war stories about efforts to get a former employer to follow suggestions. If so, ask if this was a one-man undertaking or in concert with his coworkers. Sometimes an applicant will say his co-workers “didn’t have the guts to confront management like I did.” “What are some of the things your last employer could have done to keep you?” Some applicants will give a reasonable answer (slightly more pay, better schedule, etc.), but others will provide a list of demands that demonstrate unreasonable expectations (e.g., “They could have doubled my salary, promoted me to vice president, and given me Fridays off”). “How do you go about solving problems at work?” Good answers are that he consults with others, weighs all points of view, discusses them with involved parties, etc. Unfavorable answers contain a theme of confrontation (e.g., “I tell the source of the problem he’d better straighten up,” or “I go right to the man in charge and lay it on the line”). Another bad answer is that he does nothing to resolve problems, saying, “Nothing ever changes anyway.” “Describe a problem you had in your life where someone else’s help was very important to you.” Is he able to recall such a situation? If so, does he give credit or express appreciation about the help? “Who is your best friend and how would you describe your friendship?” Believe it or not, there are plenty of people who cannot come up with a single name in response to this question. If they give a name that was not listed as a reference, ask why. Then ask if you can call that friend as a reference.