How Employers Can Embrace Employee Appreciation

Michele Markey, CEO of SkillPath

When I first started working, the concept of employee appreciation was much different. Getting to keep your job was how company leaders showed their gratitude toward employees. Most of the time, colleagues showed you appreciation rather than managers, and you depended on your co-workers to let you know that they valued your help or expertise.

Times have changed. Now, almost all the responsibility for employee appreciation falls on the employer. This isn’t a bad thing; employee expectations have changed, and employers need to evolve along with those expectations.

I think employer expectations have grown too, so it makes sense that employees want more acknowledgement for the extra work they’re doing.

Showing How Much You Value Your Employees

Post-pandemic, it’s been difficult to show employees that they’re appreciated. Working a hybrid schedule or completely remote, while good and necessary, makes it harder to get to know employees. Regardless of a company’s situation, employers can do more to show how much they value their employees.

• View your employees as individuals. Do your best to work through any difficulties there might be in establishing a connection. It’s still possible to let your employees know that they’re not just a number. I think the best way to do this is to have conversations that aren’t work related. For example, on their first day, you might offer to take them out to lunch. Of course they’ll have more questions about their job, but take the time to ask them questions about their life outside of work. Knowing them on a personal level will help you figure out the best way to show appreciation for their work.
• Be creative in how you show appreciation. A twice-a-year pizza party isn’t going to cut it anymore. The basics like birthdays and work anniversaries still need to be recognized, but employers should show a little personality. A creative workplace lets employees know that they are free to be themselves and apply their own spin to their work.
• Be open to feedback. It takes courage for an employee to speak up, so when they do, keep an open mind. Your employees are more in-tune with the day-to-day than you may be, so absorb their feedback and take time to consider what they have to say.
• Implement a collaborative style. Company culture is just as important as the work itself. Part of your role as a manager is to delegate responsibility, but you should also work to be approachable and encourage your employees to ask for help.
• Benefits are crucial for attracting and retaining talent. The work might be meaningful, the culture may be wonderful and the pay alone may be great, but how does your company’s benefits improve their lives? Beyond health insurance, companies should consider offering impactful benefits like tuition reimbursement, health and wellness incentives, and flexible working hours. Find a way to stand out in the industry and show people your company cares.

It takes hard work, but the effort is worth it if it improves employee retention, happiness and loyalty. If you want to earn your employees’ trust, make them feel like you value their contributions to the company in more aspects than just their work.

How Employees Can Earn Appreciation

There are the automatic things that come with any job; meeting expectations, being on time, getting along with coworkers. But I think the best thing an employee can do to earn appreciation is to be coachable.

I’ve talked a lot about how employers can be approachable and offer appreciation, but it doesn't all flow from the top-down. Managers offer constructive criticism and honest feedback because they want to see their employees reach their full potential.

I’m happy to see the changes that have been made when it comes to employee appreciation. But to fully understand how to appreciate their employees, company leaders should often ask themselves, “What’s the best way to work together? How do we appreciate one another?”

There may be an annual Employee Appreciation Day, but the sentiment needs to be broader than just one day so employees can feel seen and heard for their hard work.

Michele Markey is the CEO of SkillPath. A leader in the learning and development industry since 1989, SkillPath delivers more than 16,000 training sessions each year and has enriched the professional and personal lives of more than 10 million individuals worldwide. Connect with Michele Markey on LinkedIn.

Ready to learn more? Check out some of SkillPath's live virtual training programs, on-demand video training or get it all with our unlimited eLearning platform.