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Introduction to Motivate Employees in the Workplace

Motivation in the workplace is as important as resting after a hard day. Without motivation, no one can perform better. The enthusiasm fades out in due course of time. There are a lot of parameters that decide the motivational degree of the workplace. If your workplace is dull and extracts excitement from everything, then the employees will intend to come late, and your production will suffer a quality loss.

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The punctuality problem

Coming late imparts a disrespectful feature in character, which is not good for the employee, even for the office. The act is a reflection of casualness in the working zone that cannot be tolerated. There are ways to tackle the problem, as setting rules and regulations and complying with them makes an environment productive and unidirectional.

The business, be it small or big, is not a matter of joke that can be taken casually. Hence as an employer, you need to be stricter as well as humane. Show them that you value a good employee with all the great features and love them as a colleague and human being. Add some rationale and logical reasons so that they can understand the value of arriving at the right time. Interact with them and let them know what your expectations are. Confirm their personal accountability regarding the issue. When the arrival timing goal is accomplished, add incentives in their regular cycle to make them thrilled and repeat the newly instituted behavior regularly.

Steps to identify and act to motivate employees in the workplace

You rely on all the employees to take the business to a better dimension and promising growth for the betterment of all. But the late coming syndrome ruins everything. The entire setup is like a domino. When one piece is disturbed, it can create a chain reaction that can have a disastrous effect. So how can you tackle the situation without hurting anyone’s sentiments and also motivate employees in the workplace to come in time every day? Well! It is not that tricky. The following steps can help you get rid of the situation if implemented accordingly.

7 Steps to identify and act to motivate employees in the workplace :

Behavior identification

It is quite understandable when the employee has a particular and strong reason behind his late comings. Analyze the reasons and check whether they are legitimate or not. Check for the pattern of the timings he or she is coming late. If this is happening very often, then the employee must be doing it intentionally or by force. Go Ad talk with him or her directly to understand the reason behind it. Check for any kind of issue that is related to the office environment, which is making him or her come late and then handle it. If the reason is personal, then encountering it with logic is the best option as you cannot hurt the sentiment. Make him understand the value of the work and the importance of his contribution to it.

If the employee is not coming up with a logical reason, then he or she is doing it intentionally, and that should handle with strict actions in order to set an example for the other employees around. The behavior cannot be encouraged, among others. Problems come unexpectedly, but habit comes after long repetition and intentional practice. There are a lot of constraints that can hinder and delay the arrival of an employee. But that cannot happen every now and then. If he or she is trying to be over smart, then prove that you are the boss too and stop their meddling with the development process and workflow.

Pro-action

It is like a conventional game where you need to have a strategy to motivate employees to perform better. Or else one single wrong move might undermine your credibility as a boss. Remember one thing. You are fed up with the lousy activity of the employee, but he or she is not. But still, you cannot react aggressively against tardiness. That might be unprofessional and will definitely demean your gravity and personality in the office. So do not yell or overreact; rather, take your time to identify the problem first and motivate employees in the workplace.

Verbal display of disappointment

This is the basic trick to motivate employees to perform better than our mothers used upon us when we were a child. The punctuality problem is nothing but a childish behavior or rather a casual approach towards bread and butter. Then the problem can also be tackled with the old school mother technique. We all felt utterly disappointed in ourselves when someone we respect is disappointed due to our negligence or tardiness. We felt very much ashamed when our respected person paid the price or got accused due to our fault.

This similar technique can be used in a strategic way to make the person understand his negligence and value in the team. For example, when he or she is late for the meeting or office, tell him or her that you were waiting for him as it can be done only by you, but the void has to be filled with someone he or she admires or respects. The employee immediately will be ashamed to the degree that can change his or her entire behavior and casualness. The employee will realize that for his fault, other employees are paying the price dearly. The behavior will change eventually as it is affecting the co-workers.

Act with smartness

The worst thing is if you act in haste or hurry to solve the problem. Yes! Time is the essence, but you might lose a valuable employee. Learn the reason first and if it is legit, then do something that benefits all. There can be issues that cannot be ignored. Talk with the employee personally and explain your points. Let him explain his and then develop a plan or schedule that is beneficial for him and the company. For example, you can set another schedule for him to work on. Depending on the type of responsibility, if he or she can manage some other time to execute them, welcome it. Flexibility in work schedule will show that you are sensitive towards his or her problem but in a professional way, and you will also motivate employees in the workplace.

Privacy

Life is stranger than fiction. Who knows that the reason for the tardiness is not lethargy but a genuine one? There are issues that can only be discussed in private. Respect the man’s privacy by not humiliating him in public. Learn about the reason in a discrete way to keep the person’s dignity intact. If the reason is genuine, then act likewise and help him as a leader rather than acting like a boss.

If any kind of disciplinary action is necessary, then it is better to take it in a discrete way so that the habit can be changed, not permanently set in the employee’s mind. Harsh reactions give rise to revolutionary feelings which might prove wrong for the health of the organization. In fact, it can impact badly on your image. Rather talk to him privately and make him understand that the step is taken because he has done this. An explanation is mandatory; express your concerns and welcome feedback from the person. Wait for his or her responsibility towards the action and act likewise. Be honest to impart honesty in them and show how to approach a problem like a leader.

Outlining the consequences

The consequences of tardiness must be loud and clear to the employees. It is better to hold a meeting to discuss the results of being late. Establish the fact of punctuality means to you. Explain them with the help of examples and so that the messages are distinctively clear to them. State the time at which everyone must be inside the premises. After that, ask them for their agreement either by raising their hands or verbally.

Adding an incentive plan

To motivate employees in the workplace, you need to add incentives as gifts or achievement tokens for the best performer in this segment, like lunch coupons, movie tickets, gift certificates, or mementos. This positive reinforcement technique will motivate employees in the workplace to come in time and create a work culture that benefits the organization.

Act like a smart leader rather than a boss and evaluate the loss due to the late arrival of the employees. Calculate the loss and then set a prize or appreciation process that encourages the employees to come to the office in time. Praising is the best way to get someone to do the right thing. If it is done in public, it makes the employee a proud performer, and the act will also set an example for the entire team to follow. A simple gesture of good deed or some kind words can do miracles.

On the other hand, if the employee is still pursuing the tardy action over and over despite the warnings and good gestures, it is better to take severe steps after giving him or her fair warnings. Steps must be parallel to the degree of the action. It should be meant to teach a lesson, not to punish.

The first and foremost thing that you must do is to motivate employees in the workplace and create a homely and friendly environment where the employees can spend 1/3 of their days at ease. The comfortable atmosphere will not only motivate employees to perform better but also increase the output. Space must be evenly distributed, not congested. Build a good ambiance that encourages the workforce to be there every time on time. They should be happy working, not stressed.

Design a proper workspace with the inflow of natural light and air. The cafeteria or the launching zone must have good food and an environment where they can shed their stress and rejuvenate their strength. Introduce some good time to relax in the middle of the office timings to give some peace in between the pressure. Hand, some funny pictures that remind them of the good times they had while they were in the office. Incorporating these features will motivate employees in the workplace and your workforce to come on time and dedicatedly to work for the benefit of everyone.

This has been a guide to Motivate Employees In The Workplace. Here we have discussed the basic concept with 7 steps to identify and act to motivate employees in the workplace. You can also go through our other suggested articles to learn more –

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7 Ways To Build A Dei Strategy In The Workplace

blog / Leadership 7 Ways to Build a DEI Strategy in the Workplace

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Companies today understand that embracing the principles of diversity, equity, and inclusion (DEI) is essential for employee engagement and success as well as to achieve a high level of business performance. Despite compelling evidence of its importance, you may struggle to implement effective DEI strategies in the workplace.

In a recent discussion with Emeritus Enterprise, Loren Hudson, Senior Vice President and Chief Diversity Officer at Comcast Cable, laid out actionable strategies to help you incorporate DEI efforts into your leadership and workforce development programs.

Why Are DEI Strategies Important

Diversity, equity, and inclusion are not only moral imperatives—they are business imperatives. While many companies look at DEI through the lens of compliance and reputation management, organizations must also recognize that increased diversity is good for both individual employees and the bottom line.

The firm’s research found that companies in the top quartile for executive gender diversity were 25% more likely to have above-average performance compared with companies in the fourth quartile. Similarly, companies in the top quartile for executive ethnic diversity were 36% more likely to have above-average performance than their peers in the fourth quartile.

These performance gaps have increased since McKinsey started tracking DEI efforts in 2014, suggesting the importance of diversity in the workplace continues to grow. Even so, the firm reports that diversity on executive teams continues to increase slowly. More than a third of companies in its data set lacked any women on their executive teams. Ethnic minority representation lagged in the low double digits.

Given this data, organizations across industries might recognize the value of prioritizing diversity, equity, and inclusion training. Placing DEI efforts within and alongside broader organizational leadership and workforce development programs is a particularly effective way to create a diverse, empowered, and high-performing workforce.

DEI Strategies in the Workplace

In her discussion with Emeritus, Hudson shared DEI strategies and efforts that have moved the needle at Comcast Cable, where she has worked for over two decades.

1. Embrace the Power of Employee Resource Groups

According to Hudson, Comcast’s nine employee resource groups (ERGs) have been pivotal to the organization’s efforts for DEI.

According to Salesforce, they have also become critical tools for companies to connect with stakeholders and achieve business objectives.

2. Prioritize Women’s Development

In recent years, Comcast has prioritized its goal of achieving gender parity across all levels of the workforce. That included the company’s creation of “The Crew,” a space for women employees to meet, network, and provide mutual accountability and goal-setting support.

Hudson explained that the pandemic’s outsized impact on working women also inspired the company to launch an on-demand learning and development program specifically for female employees. The platform offers 5-7 minute modules aimed at providing development, education, and support, which employees can download and view using an app.

3. Reframe the Role of Coaching

“At some companies, coaching has been seen as this taboo thing—you get it when you aren’t doing well,” Hudson said. “We’re really trying to shift that mindset. If you’ve ever played a sport, you know a coach is with you through the good and the bad, and they’re always trying to help you move forward.”

Coaching designed to help leaders build inclusive and equitable teams is particularly effective, she said. To reduce stigma and ensure organizational alignment, Comcast provides that coaching to executives as well as other team leaders throughout the company.

According to Entrepreneur, high-quality DEI-focused executive coaching has positive ripples throughout organizations. It gives executives the tools and cultural competence to speak courageously on complex issues, as well as the frameworks and understanding they need to practice intentional allyship and deliver on DEI strategies.

4. Seek Buy-In from Senior Leaders

“Depending on the team, diversity can look vastly different. But when you bring diverse perspectives into the room, magic happens,” Hudson said. “And one of the most important things is to have senior leadership buy-in.”

When senior leaders work to diversify their teams and create opportunities for diverse groups to come together, it “gets the ball rolling,” according to Hudson.

She said that to reach ambitious inclusion goals, “we all need to be all-in, all the time.” Efforts like overhauling recruitment and hiring processes and adapting company policies to further inclusion require support from senior leaders. In addition to coaching, sharing both industry and company-specific data on the positive business impacts of diverse teams can build that support.

5. Consider DEI from the Start

Whether a company is considering a new initiative or interviewing a new hire, it’s essential to consider DEI—and bring in internal experts—early on in the process. “The earlier our voice is shared, whether we’re on the right path or not, we know the impact is greater.”

As companies refine processes to further their DEI strategies in the workplace, standardizing the consideration of DEI-related issues can help build a more consistent and equitable culture.

6. Measure Your DEI Efforts

Hudson emphasized the importance of using data to measure alignment with the company’s “north star,” or core principles. At Comcast, that north star is “ensuring our employees and customers are at the center of everything we do.”

However, listening alone isn’t enough. Hudson emphasized the importance of connecting back with employees to show their feedback has been heard and is being acted upon.

7. Prioritize Open Communication

According to McKinsey & Company, women and employees from underrepresented backgrounds face numerous additional barriers to inclusion. Yet employees who feel included—meaning they are comfortable speaking up and believe their voices are valued and listened to—are three times more committed to their organization.

When leaders are willing to be vulnerable with their reports, those employees are more likely to feel they can speak up about their own concerns and thoughts, even when it may feel difficult.

As Hudson explained, the willingness to own up to errors in judgment and action and foster courageous conversations on teams is a powerful way for leaders to prioritize DEI. We all make mistakes, said Hudson—even leaders—and admitting them builds trust. “The growth and the feelings within those teams—you can feel it and see it when you walk into a room.”

Are you ready to prioritize diversity, equity, and inclusion in the workplace for your organization? Reach out to Emeritus Enterprise to learn about our customizable program options. You can also explore the Cambridge Judge Business School DEI certificate program offered through Emeritus

4 Ways To Go The Extra Mile For Employees

Within the world of business, there is now an expectation to be seen to do, and to do, the right thing by your employees. This approach isn’t anything new as such – businesses have taken their workers into consideration for years, with bonus schemes and small extras as well as generous pay schemes and other incentives.

Yet since the turn of the century, there has been a massive increase in the types of companies in operation, and in turn, the types of companies that people want to work for. Gone are the days where they had to merely find a job, any job, and do the job. You can hope to pick and choose the ideal business that you want to work for. Somewhere that appreciates you more than being merely a number.

This type of thinking has changed the landscape for both employer and employee. You have to be a little more creative when trying to attract the best candidate for any role, and when trying to keep your current workforce happy, too.

Creating an excitable and enthusiastic workforce is an important part of starting and growing a business. Companies like Google, Apple and Innocent have continued to innovate and attract as their brand has grown both externally but internally too. Exciting office spaces, more informal attitudes, and out-the-box thinking has lead to a real interest in working for innovative companies, not just bland, usual jobs.

If you haven’t got the type of money to invest heavily in a zany office or out-of-office trips across the world, how do you differentiate yourself from the crowd while still proving yourself to be a successful, competent start-up? By genuinely caring and thinking out of the loop. A way of acting that will have your employees genuinely appreciate you.

I’ve been lucky enough to work in some great places that have really cared about how I feel and where I want to be. The trick is to consider how your workforce would feel about the environment that they work in. Is it hostile? Do they feel like their opinions matter, like their work matters?

Feeling needed and feeling important is one of the biggest ways in which you can help keep someone happy. Treating everyone as a cog in a machine that helps your company become a success is much better than merely counting on the management and the directors to add real value. You need to make sure everyone knows that they are appreciated. It’s a simple way to act.

You might not want to, or be able to afford to transform your headquarters to match some of the more innovative businesses around, but taking care of what you’re buying and how it affects staff is a must. Financial benefits and salary are no longer seen as the only thing to worry about in staying in a job.

Flexible working hours, vacation days, equipment to do your job (you would be surprised how often the likes of posture and comfort are reflected on as important) and health benefits are the small perks of a job that show you’ve thought about your staff as humans, and not merely people who churn out work between the hours of nine and five.

Aside from all of the above, you’re most likely to experience a committed, happy and enthused workforce if you continue to actually care for the people you’re employing. The more you show respect and adulation for them, the harder they will work and the better results will follow on. Businesses will grow at a faster rate if they’re working with their team, not against. The relationship between employee and employer isn’t just a one-way relationship, and you have a responsibility to continue to help and support them other, non-financial senses.

If you can figure out a way to engage and connect with members of your team in a way that few other businesses do, you will see less turnover and more dedication and commitment. And in the long term, this will benefit you as well as them. Talent retention will grow as will morale and happiness. It’s in your interest to be interested in your staff. So, make it work.

Image: WOCinTech

Five Strategies To Help Embed Inclusion At The Workplace

Not only is inclusion a deeply personal matter, it’s also the micro-level priority in a largely macro-level D&I setting.

Diversity is a fact, inclusion is a personally significant decision. Therein lies a key Diversity & Inclusion challenge hiding in plain sight. While we can pin down diversity, even the invisible kind, and count it, inclusion can prove elusive.

Not only is inclusion a deeply personal matter, it’s also the micro-level priority in a largely macro-level D&I setting. What that means is, organisations can create policies, write procedures, define performance indicators, and roll out surveys, but they can’t demand inclusion.

This paradox is not as well understood and often gets missed all together. Think of integrity and honesty. Despite policy driven pressures, employees can get away with some transgressions, but not all of them and not all of the time. Because there are consequences.

Inclusion is has not yet reached that status. Most leaders can function without being inclusive and still keep their jobs. Unless inclusion is embedded in the organisation, its absence doesn’t turn as noticeable or consequential.

Applying these effective methods can help embed inclusion and make it more accessible to everyone at work. This ensures inclusion is not a forgotten priority, but one that stands out.

Place inclusion before diversity

As much as it helps to be known as a diverse organisation, it’s more profitable to become an inclusive one. Hiring diverse people helps with optics (which is not unimportant) and supporting fair representation. Even so, inclusion is no guarantee. In fact, inclusion doesn’t flow naturally from diversity. Without the directional support of inclusive practices, diversity creates more problems than generate any good. So, now you have a diverse organisation, but one that doesn’t benefit from it. It’s also troublesome to hire people, but not provide them safety, respect, acknowledgement, and a place they can belong.

Connect inclusion to long-term vision

The market will continue to change, rise, crash, and burn, yet organisations must look to the horizon in the distance. As Simon Sinek says, organisations that play the infinite game focus not so much on their competition and the next quarter, but on enduring over the decades. To align with this long lens of an organisation’s lifetime, it’s important to position D&I as a foundational and strategic shift that speaks to long-term vision. The message is, an organisation will get to their biggest goals over the decades, not with the help of diversity and inclusion, but precisely because of it.

Define and circulate inclusive practices

People can’t change behaviour when they don’t know what needs to change and why. It is not uncommon to hear leaders remonstrate about their people not following inclusive practices. Despite that lament, not many leaders in the organisation even know what these practices look like and where to find them. Teams are even less informed and hesitate to bring up exclusionary practices in the absence of such guiding principles. Having clearly articulated inclusive practices is the baseline, not the end in itself. It’s crucial to define inclusive practices simply and clearly and talk about their importance and meaning often.

Use stories to bring inclusion to life

While inclusive practices matter, the stories behind them matter even more so. These may not be identifiable stories from within the organisation, but plenty creativity can be applied to this one. Both leaders and their teams want an illustration of what inclusion means and what constitutes lack of it. Stories, characters, and anecdotes supplement inclusive practices, bring them to life and facilitate learning. Relatable stories link the ‘what’ of inclusion with the ‘why’ of it. When shared during team meetings and all-hands, stories serve to humanises inclusion and make diversity meaningful at work.

Create a community to deepen inclusion

Inclusion can mean different things to different people based on their life experiences, sense of diversity, and individual needs. Community building and involvement help to tease out these differing interpretations for a diverse workforce. This can turn into a fun and deeply instructive activity that brings teams together and gives people a sense of community. Think of placing a blank canvas in a common area at work, and invite employees to share what inclusion and being included mean to them. You might be moved and surprised by what you hear vs what you thought and assumed you might hear.

Make inclusion a self-directed achievement

Inclusion is not a natural outcome of a diverse human experience. What comes more swiftly is to withdraw into the safety of similarities and distance oneself from the unknown. Which is why, a room full of diversity is not necessarily one brimming with inclusion. To counter that, organisations can resort to mandating D&I related training, which often backfires. Instead, providing public and positive reinforcements, sharing stories of success, and applauding efforts to improve in inclusive practices help to accelerate inclusion at work.

How To Encourage Professional Development For Employees

Did You Know?

Research suggests that career success is related to a willingness to learn and apply lessons to common situations in the workplace. Professional development can prepare employees to be more dynamic and adaptable, setting them up for continued success in their careers.

Tip

It’s not enough to just hire the best employees ― you also need to keep them happy and engaged. Professional development programs can go a long way to reducing employee turnover, but if you want to improve your employee retention rates check out these other perks that keep employees happy too.

The key to a successful professional development program is motivating employees to engage with it and take charge of their own growth. Even the most impressive professional development program is destined to fail if a participant does not “buy into” the initiative, said Hawter.

Every successful professional development program should have two characteristics. First, it must offer continual development. Second, it must allow employees to determine the pace and direction of their educational path.

Consider the following characteristics as well if you’re aiming to create an effective development program for your team.

According to Hawter, “microlearning” is a big buzzword in the learning and development universe. Microlearning means an educational opportunity that focuses on small concepts.

One example of this niche learning is teaching a staffer how to connect with the mobile generation.

In particular, that knowledge is all the more important since an ever-increasing number of millennials and Gen Zers work remotely. Because the modern workforce comprises three or four generations, a one-size-fits-all approach to employee enrichment is simply outdated, Hawter said.

The availability of both formal and informal professional development opportunities is imperative in today’s modern workforce. Webinars and podcasts are examples of informal learning that give the participant total control over when they seek assistance. That is partly why informal professional development programs are more impactful when combined with formal offerings.

The best professional development programs are overseen by professional organizations, such as Dale Carnegie Training, because those workshops “focus on leadership,” said Smith. “Those programs are designed to teach new things but also provide game plans to help [companies] implement professional development in the workplace.”

Even companies that start with the best of intentions might stop fully supporting learning and development efforts over the long term, Smith said. Regular follow-ups are necessary to ensure employees are using everything they have learned to improve their performance.

Hawter urges companies not to minimize the importance of employee development, largely because “PD ensures employees know of the company’s investment in them and demonstrates the company’s real concern” for their welfare.

Professional development is a win-win for both employers and employees. Employers get more engaged team members who feel supported and continually develop new skills that can benefit the company, while employees acquire knowledge and abilities that will help them take charge of their own careers and get to where they want to go. It all starts with crafting an effective professional development program and encouraging employees to participate. And with the insight in this guide, you’ll be able to do just that.

Tejas Vemparala and Skye Schooley also contributed to this article. Some source interviews were conducted for a previous version of this article.

Using Cheers And Claps To Motivate World Language Students

Students can build a sense of community and practice language skills by coming up with claps and cheers related to the course content.

Who says cheers and claps don’t have a place in learning? In world language classes, cheers and claps are exciting ways to make learning fun and harness better student engagement.

Since the start of the pandemic, I’ve been using cheers and claps to foster interaction among my Tagalog students, and these bursts of energy will work with other world languages. Aside from the excitement they create, cheers and claps help foster a positive and supportive learning space whether classes are online or in person.

Let me share with you the different ways I utilize cheers and claps to invigorate in-person and online world language classes.

Generating Excitement for Learning

1. Create fun cheers and claps that are relevant to the target language and culture. The key here is fun. An entertaining cheer or clap is something different than the usual—consider a word that resonates in the target language or the target culture. Instead of using English adjectives (e.g., good, excellent, fantastic), I use Tagalog words that mean the same. I created the Magaling Cheer (Excellent Cheer) to commend or congratulate students for a job well done. This cheer consists of three steps (represented by Tagalog words), with students saying ayos (“all right”), aprub (“approved”), and then magaling (“excellent”).

I also came up with the Manny Pacquiao Clap, a reference to one of the most popular and successful boxers of all time, Manny “Pacman” Pacquiao, who is from the Philippines. Students clap their hands three times and throw a fist bump into the air, like the gesture of a boxer. Teachers of other world languages can think of a word, an icon, or any component from the target language and culture to create fun cheers and claps. To generate excitement, incorporate gestures and movements as students say or shout a word while cheering and clapping.

2. Use kinesthetic cheers and claps as warm-up and brain-break activities. Get students ready for the day’s class using cheers and claps that include upbeat music and more movements. I usually ask learners to prepare their creative cheers and claps when they’re in groups—imagine a bench cheer during a sporting event.

For instance, in my virtual class, students created their cheers and claps prior to the start of our virtual Laro ng Lahi (Game of the Race). As a warm-up activity and to get the energy going, I asked each team to present their combined cheers and claps and to use a Filipino dance beat that’s typically heard during Ati-Atihan, one of the more popular festivals in the Philippines. I also asked each team to incorporate Tagalog words and phrases they’d previously learned. This strategy can be equally successful with any world language and helps students learn more about the culture while learning the language.

I use the same kinesthetic cheers and claps as brain breaks. Every time I feel like my students are getting bored or their learning is starting to plateau because they’re taking in too much information, I ask them to perform the cheers and claps they created (30 seconds up to a minute long) to relax their minds, to refocus their attention, and to get them physically moving. As their teacher, I also make sure that I actively participate in the performance.

3. Build camaraderie among learners using cheers and claps. When students spontaneously clap and cheer for their peers, they inspire empathy, concern, and other positive feelings. In my Tagalog class, we motivate and root for students using the Kayang-Kaya (You Can Do It) cheer and the Laban Lang (Keep Going) clap. When I started including these strategies, I noticed that students became more appreciative and supportive of one another. It melts my heart every time I see students affirm and celebrate the victories of their classmates without reservation. This also lowers students’ anxieties and avoids other negative feelings.

A warm and welcoming classroom environment is essential for effective language teaching. Nurturing the affective domain is as important as strengthening the cognitive facets of learning. The article “The Importance of Affect in Language Learning” is a good resource for world language teachers who would like to better accommodate students and really connect with them.

In a virtual classroom environment, where rapport and camaraderie can be challenging to nurture, my students and I use cheers and claps to connect to one another emotionally. Cheers and claps can provide positive feedback and foster an encouraging virtual classroom environment—one where students trust and consider one another, not as competitors but as real friends.

Creative cheers and claps, when incorporated conscientiously into the teaching-learning process, can help in the development of students’ social and emotional competencies. One caveat, though: Don’t overdo it, and don’t make it a mandatory action and reaction in class. Encourage, but don’t impose. When students begin to see how these simple techniques work in an in-person or virtual classroom for world languages, they’ll likely clap and cheer spontaneously with sheer enjoyment.

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