Your employees are feeling undervalued. What are you doing to recognize their hard work?

Aside from the bare minimum of fair pay, everything you do as a leader tells your employee if they are valued and you need to be mindful of that. Consider... - Do you make time for regular 1:1s? - Are you on time? Are you present? - Do you give 'praise' in real time? - Do you ask for feedback? - When giving recognition, are you specific about how it positively impacted the organization? - Are you aware of employee recognition preferences and are you thoughtful? - Do you empower your employees instead of micromanaging? - Do you put the subject matter expert in front of your leaders and give them visibility and credit? - Do you have your employee's back? Etc., etc.

A simple coffee catch up does more wonders than you can fathom. Listening to them and being there in the moment is therapy. Appreciation is unmatched therapy. A simple hello, hug, etc are magical :)

A practice I have seen working best is giving feedback on an ongoing basis. It should never be personal. it should always be used as a tool for improvement and appreciation. Constant feedback strengthens relationships, improves productivity and cultivates the culture of ownership. The day feedback comes with innate interest and intent, it’ll be no longer a bother. The ROI of regular feedback will be visible in the overall productivity and that can be the foundation of a winning team.

Think of feedback as a gift -one that you can actively source for. In any organisation there is a need to focus on one's career and to build a profile that is both internally and externally attractive. Feedback will determine how you shape yourself and how others see you. You don't need to like or enjoy the honest feedback . Use it as a reflection point . E.g. I have a stakeholder who just doesn't seem to understand my efforts and contributions and they have told you as such. Go ask them this pointed question " what would it take for me to obtain positive feedback from you" Use that conversation as a starting point and reshape how you operate. Feedback is never a one size fits all tool.

Greetings! Appreciation is the first sword of employees' hard work. This appreciation should be focus in front of other high rank professionals who are not working in the same company. In every platforms, there are same field high rank professional celebrates outside of the company. We can gift a One-on-Ones meeting, photoshoot to the hard worker team with the professional Celebrates quarterly. And there will be a appreciation speech from the celebratee to the employees/team. We can arrange gifts like different shopping mall membership card, monthly salon service, monthly laundry service, monthly grocery gift coupon etc. these type of activities which we need in our daily life. Employees will be boost up and will not undervalued. Thanks.

Take time to pause from the frenzy and celebrate the contributions of the team. A little goes a long way! As CEO, I look for any opportunity to send a short teams note or email to team members who I hear are going above and beyond! Every single time I get a message back thanking me for recognizing their efforts. Software and tech helps -- but a little manual effort doesn't take long and has a much more personalized impact!

Personally, i always worked for appreciation & recognition. Appreciation and celebrating success is the priceless intangible asset. Applauding, appreciating, recognizing and celebrating dont take time and cost nothing! A pat on the back, applause, standing ovation, a simple memo or few words are more magical than monetary factors. And they earn loyalty... Open your heart and please celebrate your colleagues and team

Lack of Recognition is one of the biggest complaints I hear from candidates. It costs nothing but yet is worth millions to your team to simply recognize those who contribute to the bottom line, go out of their way to support their team, or provide outstanding customer service. It's not always about a monetary reward. More and more leaders are learning that a simple thank you goes a lot further than we think. I remember coaching kids and realizing they don't always remember what I said, but they always remembered when I gave them praise.

Celebrating success is a tonic. Many years ago one operator did a commendable job. We acknowledged him. The salary and perks were good so not much could be done monetarily which could perhaps motivate him. In a few days we had an open house with the MD and me. I had called the operator on stage and explained the work he did and requested the MD to give him a warm shake hands and thank you publicly. In my view it is the thought that counts. On another occasion the MD publicly acknowledged the work of a Manager even though he left the company. In minutes the Manager got to know about this and was grateful. It was not before long I was able to invite him back to the company.

Recognition is really essential for boosting employee morale . Apart from monetised recognition there should be lots of non monetised recognition category which when are embedded in the right way truly creates a healthy culture of recognition

Every working professional looks for growth in their career and skills. It’s prudent for managers to provide their teams with opportunities for skills development and professional advancement within the organization. This may include training programs, mentorship, stretch assignments that provide purpose, empowerment to be a squad leader, compensation growth and career progression visibility. When employees see a clear path ahead for growth (which matters to them), they feel valued and invested in the company's success.

Employees feel undervalued when there is no visibility to the purpose for which they are working . How is their contribution making a difference to the overall objective of the organization. They also feel undervalued if they don’t get to contribute to what they think they are very capable of . The most important responsibility of leadership is to connect the tasks of employees with the purpose and larger objective. And the second most important objective is to identify the potential(strength) of the team members and provide them with the opportunity to contribute .

Lack of career opportunities is one of the biggest reason why employees disengage and may leave. Personally, stagnating in a role is what I hate the most and whenever I felt that is happening, I look for change. I have seen that this holds true for a lot of employees at different levels of the organization hierarchy. Organizations need to understand this and build systems so that performers are given opportunities to grow within. In case of suitable vacancies not existing in the same function can the organization use them in other allied functions by equipping them with other skillsets required? Finally, the leadership needs to believe that people provide the competitive advantage over others and take steps to retain their best employees

Providing employees the right growth path sets them to feel valued in the organization. As professionals it important to give feedback on the achievements and failures. Pep them up for the right achievements.

Really all of the answers. In my experience, it is helpful to listen to what they are dealing with, be empathetic to their unique experiences, and give opportunities for them to use their knowledge and expertise. It is also helpful to actually make changes and/or keep staff updated about what you're doing with their feedback. Just taking back with no action will erode confidence and lower morale.

Listening and simply being there whole heartedly is therapy. In today's stressful world, we all need a shoulder and friendly ears to listen to us. Pouring one's heart out is truly beyond words; lightens the individual and the entire atmosphere. Listening and being there shows how much you care. Actions then, are the easier part :)

Finding out the reasons both in person and group settings...appreciate their work..recognize their efforts..involve them in meaning and engaging tasks...make them feel valued by taking their suggestions and incorporating them in decision making...providing them freedom to perform their tasks in their own way..less monitoring and more involvement can turn out to be happy workforce!

Keep the communication - contextual and real. In my view, context is the key to answering this question. The approach can be tailored based on this. For example: If it is an issue of visibility, providing platform for showcasing the same, can be an option. The conversation also needs to be grounded in reality and should avoid false platitudes. Chances are you would then not only solve the issue at hand but also be able to build a lasting relationship.

The key aspect of listening is you become accountable to the employee. The very act of listening creates an expectation. The employee respects the leader and believes she/ he has the ability to influence change and opens out and shares a grievance or suggestion. Once that is done the leader is expected to act. Very often it may not be possible to fulfil what the employee wants, so the next best option is to revert on the status. In case there is nothing which can be done let them know that nothing can be done. However once you take action, do not expect the employee to be a clairvoyant and understand you have taken action. Have a conversation and close the loop that you have acted on the inputs received.

In today's rapidly changing world, one of the most crucial aspects of leadership is providing opportunities for growth & development to the members of your team. As a leader, it is essential to recognize that every worker aspires to expand their career & skills. By offering training programs, mentorship, & stretch assignments that provide purpose, you empower your staff to become the leaders they aspire to be. But it doesn't stop there. Failure to follow up or address workers' needs can lead to a breakdown in trust & motivation. Remember, the success of your EEs is intricately tied to their sense of value & investment in the company's success. Leaders must inspire & empower their EEs so that everyone can thrive & reach their full potential.

When your team is feeling undervalued - Celebrate even the smallest wins - Take a moment to identify and celebrate their small wins and link it to the larger objective / help them reframe their thoughts. - Help them to identify their strengths and leverage them- this will give a sense of validation and self worth - Help them Upskill and Cross skill to stay relevant.

Let your employees be part of your decision making They will feel empowered and important when they present their views and be part of any decision taken This requires open dialogue between management and employees

The pursuit of excellence is not individual, you need a team to do it. In that collective pursuit every one works together and make room for learning and growth. If there is safe space in a team, empathy is likely to be present.

Recognizing and valuing your employees is paramount to fostering a positive work environment. As a first step, cultivate a culture of appreciation by being flexible and empathetic. Acknowledge the diverse challenges your team faces and offer flexible solutions that cater to their individual needs. Demonstrating empathy builds trust and shows your commitment to understanding their perspectives. By prioritizing flexibility and empathy, you pave the way for a workplace where employees feel seen, valued, and motivated to contribute their best efforts??

Generation today is driven by EQ (Emotional Quotient) & SQ (Social Quotient) which is far more critical than the IQ (Intelligent Quotient) of an individual. Empathy is the key to high EQ. A leader needs to be emphatic with employees to recognize their hard work and dedication. Being flexible will enable work-life balance. - Be empathetic with employees. - Relate to their emotions. - Provide flexible, energetic work environment. Such actions will provide conducive work culture to employees of the organization.

A key thing to remember is - “Whatever you give attention to, GROWS”.. So ensure you are asking the right questions. Why are folks feeling undervalued? or How will folks feel valued and celebrated?…. Seemingly similar but some times the indicators will be different. Whichever way you initiate data mining, do have the control group exercise in parallel. That may help you prioritise the actions.

I would start with setting goals and objectives that will enable employees to assess their successes and value their contribution. I would add to that a frequent feedback to make sure your employees know you see and hear their value and good results, celebrate quick wins and stop to learn from mistakes and from successes. Empower your employees and give them more responsibility as well as recognition.

It is important to identify and leverage each employee's strengths and try to align tasks with their skills where possible. This will not only boost morale but can also enhance overall team performance and individual job satisfaction. It’s also important to communicate and acknowledge the value of their specific contributions. On the other hand, listening to their concerns, and working to adjust workloads would also help better recognize and utilize their skills.

At Renous, we have a special way of saying 'good job' to our employees. It's like giving them a virtual high-five. We call it "growth credits." Instead of just giving money, we give other useful things like a yoga membership or lifestyle products. It's not super hard to earn these credits, but it's not too easy either. We want our team to feel proud when they reach a goal. It's our way of making the work feel rewarding.

Firstly the leader should make it a point to set high performance standards and hold everyone accountable to those so that appreciation coming from the leader means something and is valued. Secondly, even during times when the quality of work is not at par but the individual has put in the hardwork, it is important for the leader to appreciate that and also give actionable feedback on what steps the individual can do to improve their quality of work. Furthermore, in this case the quality of work should be monitored and even the slightest of improvements should be highlighted and appreciated to motivate the individual to keep at it.