LAUSR

Purpose The purpose of this paper is to describe the potential value of affirmation as a way that leaders might be able to reduce employee cynicism in organizations. Design/methodology/approach A brief overview of cynicism and possible value of affirmation as a method to reduce cynicism is followed by suggestions for ways that leaders may be able to reduce cynicism through affirmation. Six strategies for reducing cynicism were summarized. These strategies were organized using AFFIRM as an acrostic. Findings Leaders may be able to reduce employee cynicism through actions intended to affirm employees. Specifically, it is suggested that leaders can affirm employees through acknowledgement and appreciation, feedback, focus, involvement, respect, and maintaining employee well-being. Originality/value This paper framed the strategies for reducing cynicism using AFFIRM as an acrostic for the six strategies. Organizing the recommended strategies of acknowledgement/appreciation, feedback, focus, involvement, respect, and maintaining employee well-being using this methodology may be a beneficial tool for leaders looking for ways to reduce employee cynicism in organizations.