Do your employees feel valued enough to stay?

According to the Gallup x Workhuman survey, organizations that prioritize employee appreciation have employees who are 56% less likely to look for a new job.?

In one conversation with an executive coaching client, I asked, “What would make you give up and quit?” He thought for a while and said, “When my boss doesn’t appreciate what I do.”?

His eyes widened, seemingly surprised with what he just said out loud. This was followed by nods in agreement and a sense of peace on his face, as he said, “Yes. I will leave when I don’t feel appreciated anymore.”

If someone who’s at the top (with all the perks that come with it) can say this, what more those who are in the middle or on the ground, who go through each work day unsure of how their work makes a difference and impacts the organization’s goals.?

According to the same survey, 40% of employees report that they receive recognition only a few times a year or less from their manager, supervisor or other leaders.

This research shows that if you don’t take action, the costs are high! Having a culture that recognizes people can save around $16.1M in turnover costs for an organization with 10,000 employees.

When employees feel unrecognized, it affects their sense of value within the organization. Though it may not lead to turnover yet, there are still consequences like…

Reduced Productivity - They’ll be less likely to go above and beyond their responsibilities.

Lower Morale - Lack of recognition can foster a negative work environment where employees feel only their mistakes are noticed.?

Disengagement - There will be lack or loss of sense of meaning and purpose in the job

Employee recognition doesn’t have to be costly.?

Thanks to social media, we see photos of our friends who travel occasionally thanks to those incentive trips their organization offers them. I have personally been to one myself back in my corporate days when I was awarded one of the Most Valuable People in the organization globally, and I can say that it’s one for the books. But while those are fantastic, personally, it doesn’t in any way dull other small yet significant moments where I felt my manager saw my worth and appreciated the value I bring.?

Here are some low cost and no cost ways you can start building a culture of recognition and appreciation in your organization.?

Personalization and Specificity

Recognition is not just about getting a piece of paper with your name on it or being called on stage. Some individuals might value public acknowledgment while others prefer private praise. Being able to specify what exactly one is being recognized for reflects your sincerity and effort.?

Being told, “Kurly, thank you for helping the team discover what they’re great at through the workshop you conducted” has more impact than a standard, “Good job!”

Active Listening?

We need more quiet leaders who listen more than they speak. It’s hard, I know. I like talking too. :) Having taught and mentored more than a hundred leaders and professionals how to coach, I’ve witnessed that the default in manager-employee conversations is always to tell and direct.?

Take time to listen to your employee’s needs, concerns, ideas and progress updates - both professional and personal. Showing genuine interest in them and in what they are seeing makes them feel seen, heard and valued.?

Consistency

Recognition is not just reserved for your midyear town hall or your annual kick-off event. Make recognition and appreciation a regular practice. Schedule check-ins and feedback sessions with your team as a group and individually. It doesn’t have to be a full hour or a formal meeting. You can leave a handwritten note on their desk, spend one minute sending them a message on Teams or Slack, celebrate their achievement during your management meeting, or give them a public kudos message on LinkedIn.?

It’s more than just about feeling good

Creating a culture of recognition and appreciation is not just a feel-good initiative—it’s a strategic imperative. By recognizing and valuing employees, organizations can boost morale, enhance productivity, and retain top talent.

By equipping your leaders with coaching skills they learn the foundational, powerful and science-based communication and leadership techniques so that they can make employees feel valued and appreciated, and continuously support their growth and development.?

P.S. Thought you might like this

I have a brand new program, Coaching for Better Performance which will cover how to apply coaching in career and performance conversations. If you’re looking for a program to support your managers in facilitating your monthly, quarterly or year-end performance conversations, send me an email at [email protected]!?

This program will be launched around late Q3 to early Q4. I am giving a special discount for the first couple of batches of the in-house run of this program to be conducted for your leaders.

Send me an email to pre-book.?It's [email protected]

P.P.S Or maybe you like this

There are still some slots left in my upcoming webinar series (with workbook!), Career Planning and Strategy on Aug 13, 20 and 23.?

Save your seat now.

For more tips on career, leadership and coaching, check out these FREE resources.

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Coach Kurly de Guzman is a Career and Leadership Coach and one of LinkedIn’s Top Voices based in the Philippines. She continuously seeks ways to help coaches, leaders and teams thrive through her newsletter, leadership and career development workshops as well as group and 1:1 coaching sessions for clients.

To work with Kurly, send an email to [email protected] or book an exploratory call to discuss your organization’s needs here.